Is your Experience a Factor??……. Look at most job adverts, read most job descriptions and the term experience looms large. But what does experience mean? One definition is “The knowledge or skill acquired by a period of practical experience of something, especially that gained in a particular profession.” (http://www.oxforddictionaries.com/definition/english/experience ).
If we accept this definition then the gaining of the skill or knowledge is not necessarily time based. What is important is that one can demonstrate capability rather than ”time served”. Employers need to define the capabilities that their organisation requires of the employee and importantly the outcomes the employee is to deliver i.e. performance must be described in measureable terms not just general KPIs.
In focusing on a candidate’s capability the door is open to accepting that, for many roles, candidates can come from roles or industry sectors that we would not normally consider, bringing the added benefit of additional knowledge and capabilities.
Capability is about delivering. One way for a candidate to convey capability in their resume is to describe their achievements in terms that reflect organisational/business outcomes. These must have dimensions i.e. numbers $, % etc. In this light a resume should be in the form of “What When and Where” achievements that were made and the job context i.e. size of the role, budgets, people managed etc. (job scope or span). The “How and Why” that were achieved, are for the interview.
In assessing candidates to determine their ability to be successful in a role, we need to know the performance standards/deliverables in measureable terms and to focus on the candidate’s capability to deliver.
For more reading on Performance Based Hiring go to https://www.linkedin.com/in/louadler.
Blog Posted by Garry King, Director – January 2016