{ "media_type": "text", "post_content": "Lets rethink 'years of experience' \ntenure does not equal talent\n", "post_id": "61a825212d7a77002a82366e", "reply_count": 20, "vote_count": 17, "bowl_id": "55375ce690f5eebe1d2a0f88", "bowl_name": "Tech" }

Lets rethink 'years of experience' tenure does not equal talent

likesmartfunny
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Welll....idk. I think there is some validity to YOE. There are some things you only learn through time

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100% agree

Agreed. Can we add....previous title does not dictate future titles

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Yeah...but they also don’t have to be interested in accepting an offer that makes their resume look like they took a step backwards lol

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Agree with all your thoughts there. Where I am coming from is this typical mindset where tenure dictates career progression. I have heard way too many times when I wanted to climb that corporate ladder - 'You're still young..theres still time'. That is just plain BS to me. And this is when you've been a top performer on the team and have taken up management responsibilities in various aspects of work. Career progression should never be bound to this absurd bias towards tenure. To make matters worse, sometimes it's like a queue. The senior most member on the team gets the first opportunity to move up. Then come the young folks. Pure BS. This ive seen less often but have seen it.

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Tenure to me equates to projects you’ve delivered successfully (proven success). Early promotions can happy in shorter periods of time due to frequent and smaller impact projects, but later promotions connect to tenure even more as more senior roles require more complex problems and time to resolution. And even then, those are limited by business need which makes them a potentially unique resource/opportunity. Promotion shouldn’t be made off of “potential” either, or the excuse of “I simply haven’t had the opportunity”, everyone has potential, and opportunities are scarce (why an organization doesn’t having too many VPs, for example). An unfortunate condition in all of this is bias, unintentional or not. People with the right network can be seen by the “right” people to make promotions happen. If your leader agrees with your promotion, you’ll more likely get it. If they don’t, you won’t. Being entirely objective isn’t easy, but with the right investment, finding a project and impact based promotion model is ideal so that it’s not “butt-in-seat” time, but clearly around the identifiable value you bring to the business.

likesmart

People be like, “I have 15+ years experience in this field, that’s why you should care” All the while, their skills are average at best and their knowledge is outdated Quality over quantity bro

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yeah I've noticed this too and I'm always like :/ when I hear that

This is why I prefer to see a portfolio of work when at all realistic.

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I believe YOE should not dictate whether a candidate gets an interview or not because in my field, I have witnessed highly talented smart self driven students I graduated with earn top paying positions right out of school just because they had a little finesse and were able to talk the talk and then show the manager they can walk the walk, in my field it’s basically you either can do the job or you can’t, YOE is basically the company hiring just wants to try to use ageism to keep the company old and not have employees who are too young

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And if you work more than 40 hours you're more experienced than your 9-5 peers with he "same years"

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Good point!

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