{ "media_type": "text", "post_content": "Honest question: why are YOE so important? I mean I have interviewed a guy who supposedly had 20+ years of experience but he was sooo bad during the interview. Same thing with people flashing their certifications. Know people getting certified after having exam dumps but knowing almost nothing about the subject.", "post_id": "6101f58274d20d001c579c11", "reply_count": 14, "vote_count": 2, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Honest question: why are YOE so important? I mean I have interviewed a guy who supposedly had 20+ years of experience but he was sooo bad during the interview. Same thing with people flashing their certifications. Know people getting certified after having exam dumps but knowing almost nothing about the subject.

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I would say some ppl have really bad interview anxiety but are perfectly capable (me I am ppl) I've learned techniques to get over it but I usually bomb my first interview when I get back in the job hunting mindset but I'm really good at my job so it just sucks

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Thanks for the extremely thorough response back - my mind sometimes just blanks under pressure, and I forget everything I’ve ever experienced 😩 I have used some of these techniques but not all. Will def use them in the future - very helpful!

They both are and aren’t

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Experience often counts for something. Having some reps under you belt that include massive wins, crushing losses, and just grinding it out means you can operate in different conditions. Hopefully, it also brings some maturity and wisdom.

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I was a much higher performer in my old career as a young go getter with less YOE

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I think it depends on the role…for a high performance role like consulting, YOE shows that you can not only handle the grind, but also be successful in an up or out culture. I do agree at roles that are slower paced, more YOE can sometimes hinder a prospect rather than help

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Because people are prejudice and judge books by their cover. YOE is the cover.

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Yep. YOE gets you by the HR screen who don’t have any other way to evaluate.

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Because for non-gruntwork jobs, the sheer variety you get with extended YOE is a key differentiator. I've interviewed shitty interviewees at all levels from entry level up to senior exec, some people just aren't good at interviewing no matter how good of an employee they may or may not be. On the flip side, I've interviewed people who are fantastic interviewees but horrific employees. And some people just suck, no matter their YOE. 🤷

YOE is a metric, like any other. Nothing in the world guarantees an outcome but it sure does provide some level of benchmarking. When all things equal, YOE will likely trump.

If you have 3 YOE, you can only have dealt wi th so much... after about 10 YOE it doesn't matter much if you have been successful

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