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Skill Vs. Experience – Part 1

If one factor had to influence your hiring decision, would it be skill or experience?

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In the majority of circumstances, to get to the top you have to climb a metaphorical ladder. In the majority of circumstances, top businesses and recruiters will look at how long you’ve been on the last step before they help you to take the next one.

Because that’s the safest way to define experience..

There’s a list of questions that i’d like to throw around the room like monkey poo. So lets crack on with this shit:

  • Does the length of time you’ve performed a role determine your experience?
  • Is it possible to land a higher role in a different business if you’ve only performed your current role for 3 months?
  • How does one prove to someone that hasn’t seen them work that they have more skill than their length of time in their role allegedly suggests?

You know how the saying goes: “it’s better to be safe than a risk-taking daredevil” but the success of big risks reap the biggest rewards.

What if you took a chance on a Sales Assistant who understood and believed that she was capable of handling every aspect of retail management? You might end up with a detrimental loss of business earnings OR a raw talent morphing your business into an innovative success.

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Two hands can give you a big push up the retail ladder

In one hand you have a candidate that has studied the ins and out of the role she aspires to land. She learns the ropes by constantly working beyond the expectations of her job role and has experienced more challenges than a candidate that has occupied the position she craves for 2 years.

The other hand represents the top businesses and recruiters determined to look deeper into the individual talent rather than glance at the current job title on their Linkedin profile.

In the same respect..

One could argue that the best recruiters aren’t always the ones who’ve been in the job the longest but if you had to choose between an outstanding recruiter who has been in the job for 3 months and an average recruiter who has been in the job for 3 years, who would you promote to secure the repeat business that would have an outstanding impact on your agency?

If one factor had to influence your hiring decision, would it be skill or experience?

In the majority of circumstances, to get to the top you have to climb a metaphorical ladder. In the majority of circumstances, the safe businesses and average recruiters will look at how long you’ve been on the last step before they help you to take the next one.

Because that’s the safest way to define experience.. but what is the best way to secure the top talent?

 

Have you ever taken a chance on someone inexperienced that you saw potential in? How did that work out?

Stay tuned for part 2, where we look more in depth at the recruiter’s perspective.

dwayneartry.com

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