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Recruiting? Stop asking for experience, focus on potential

97% of companies recruiting for a job vacancy require having “x” number of years of experience working in the same role, being this one of the first criteria to reject or not candidates at the first stage of the recruitment process.

This is simply wrong.

In a world where the most successful companies are run by young people that didn’t have any experience when they started, it doesn’t seem logical to still recruit candidates based on their years of experience. Having experience is important of course, as it usually means that the person also has knowledge. But it shouldn’t be the first filter you apply to candidates. You can always test their experience and knowledge in a better way in the interview.

As an example, let’s have a look at a Sales Manager role. The usual thing to do in this case would be to ask candidates to have 5 or 10 years of experience as Sales Manager, depending mostly on the size of the company. Does this guarantee that they will be a good manager at your organization? Not really. I’ve had very bad managers in the past with a lot of years of experience, and have seen how a good sales rep, without any previous experience on that role, became the most valuable sales manager within the company. Why not a person who has done sales for several years, with good interpersonal and communication skills, team player, analytical, a natural leader but without the experience, can be a great sales manager? Why we only promote people without experience internally? We just reject very valuable candidates at the very first moment, when the ATS or the recruiter detect that they don’t have more than “x” years of experience.

Someone that has 10 years of experience doing the same job, that didn’t have a promotion and is still looking to keep doing the same thing at your company, shouldn’t be considered as a good fit for you.

We could say the same thing about choosing solutions from companies to improve our internal or external operations. When you are looking to implement a software solution you have basically two options:

  • Work with a big company: with 20 or 30 years of experience but that it isn’t flexible, doesn’t have the enthusiasm about what they do anymore, and their solution is basically full of features they added over the years but nobody likes to use.
  • Work with a small one: with great solutions that are easy to use, intuitive, and can be integrated into your own process.

Does choosing a big company guarantee that you will work more efficiently or have better results? Maybe it did 15 years ago, but not anymore.

Stop thinking that much of what candidates did in the past and focus on what they can do in the future.

Stop thinking about their experience and focus on discovering their skills and true potential.

Cammio helps companies to find the best talent earlier in the recruitment process using its video interviews system, saving cost and reducing time to hire.

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