Potential vs. Experience

potential vs experience tree

In most cases when a hiring manager is making a decision, they usually want everything on the job description they mostly created. They will ask for everything, including the skills that are preferred; and specifically ask to go to a certain salary range although the range might be less than what the candidate is looking for. That’s why you hear recruiters are looking for “purple squirrels.”

What I see is some managers are not following what’s going on in the marketplace and frankly, that should not be their main responsibility. That responsibility is for the recruiters (and on occasion, HR) to give the information to the hiring managers to inform what the going rate for their open positions is.

What hiring managers should worry about is the workplace atmosphere and budgeting. Hiring managers know best who could be suited for the position. The issue is some hiring managers have the pressure from their supervisors to produce immediately and that’s why they want everything in one fell swoop. That is more of an organizational problem.

For people looking for jobs, some will apply just for finding a job and there are some who will apply although the company is asking for something different (years of experience, software, etc.).

There’s nothing wrong of what the candidate and company is looking for, but for the employer side, they need to be realistic of what the job market is out there. This is on recruiting and HR to give pertinent information on how much they can spend and what programs are out there employees can use that is inexpensive.

On the flip side, candidates should still apply to jobs they meet their qualifications and if they do, ask important questions to the employer on why the position is opening and if there is growth within the company.

For people looking for an answer if you want potential or experience, that depends on what your employer is looking for and where the employer/employee are on this stage. I went to a Project SAVE meeting recently and some recruiters from smaller organizations are going after employees from big companies because working on a startup/growing business, the employees feel empowered and have a sense of purpose that what they’re doing is special. People have different reasons to stay and go. Both sides have to ask.

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Tracy Tran is the Sourcer and Social Media Specialist for The HR SOURCE.

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