Last week our channel editor sent a reminder that today was theme day (when participating Biz Channel bloggers all write on the same subject) and the subject was “Does Experience Matter?”
A day later I read a fascinating article based on Wharton management professor Nancy Rothbard’s co-authored paper titled Unpacking Prior Experience: How Career History Affects Job Performance about the dangers in hiring dominantly based on experience.
Obviously a post match made in heaven.
Experience is good, right? Not always.
I remember 30 years ago arguing with managers who wanted to fill their position with a person doing the same job at their competitor—and I’m still arguing.
It’s a mindset best described by the catch-phrase “buy IBM”—meaning making a decision that your boss couldn’t argue with. This was/is especially true in hiring.
The smartest engineering vp I ever worked with had a different attitude. He said “Find me someone who fits our culture and already knows at least two [software] languages and I’ll hire her. If s/he’s learned two s/he can learn more.” He never worried if the experience was directly applicable.
Few managers would move to an identical job at a competitor, yet they look for candidates to do that same thing.
Experience in general has enormous value, but by holding out for direct or exact experience you can shoot yourself in the foot.
“A senior human resource manager told the research team, “We tried to hire from our competitors and paid a premium for the experience — but those hires were the least successful.” Another manager quoted in the paper said: “People are weighed down by the baggage they bring in.”"
So the next time you’re hiring look first at the candidate’s MAP (mindset, attitude, philosophy™), then at talents, then skills, then experience—the experience that shows that the person knows how to learn and enjoys the challenge.
What do you look for when hiring?
Your comments—priceless
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