Hiring decisions often come down to a classic debate: experience vs. qualifications. On paper, qualifications seem like the obvious benchmark - after all, they prove a candidate has the necessary knowledge. But when it comes to real-world performance, experience frequently trumps formal education. The ability to apply knowledge, solve problems, and navigate workplace dynamics is something no certificate can guarantee.
However, while experience is invaluable, we must not forget that everyone starts somewhere. The seasoned professionals we hire today were once fresh graduates or career changers needing a foot in the door. As leaders, hiring managers, and business owners, we must balance the need for expertise with our responsibility to nurture the next generation.
Why Experience Often Trumps Qualifications
- Application Beats Theory – A degree may demonstrate knowledge, but experience shows someone can use it. Experienced professionals have encountered challenges, made mistakes, and refined their skills in a way that education alone can’t replicate.
- Problem-Solving Under Pressure – A qualification tells you someone has learned a subject. Experience tells you they can handle real-world complexities, shifting priorities, and unexpected obstacles without cracking under pressure.
- Workplace Adaptability – Being part of a team, handling office politics, and managing stakeholder expectations are things you can only learn on the job. Someone with years of experience has already mastered these skills, making them a lower-risk hire.
- Industry-Specific Knowledge – Many roles require deep, industry-specific expertise that only comes with time in the field. Even the best degree won’t fully prepare someone for the nuances of a particular industry.
- Faster Onboarding and Impact – Experienced hires require less training, adapt quickly, and can contribute almost immediately. Their past experience allows them to hit the ground running, making them valuable from day one.
But We Were All Entry-Level Once
While experience is often the safer bet, we must acknowledge that if no one hires entry-level candidates, the talent pipeline dries up. The professionals we depend on today all started somewhere, and it’s our responsibility to provide opportunities for the next generation.
How to Support Less-Experienced Candidates
- Look Beyond Experience for Potential – If a candidate lacks direct experience, assess their mindset, problem-solving skills, and willingness to learn. Passion, adaptability, and drive can often compensate for a lack of hands-on experience.
- Offer Internships and Apprenticeships – Create pathways for those just starting out. Paid internships, apprenticeships, and graduate schemes help bridge the gap between education and real-world work.
- Consider Hybrid Hiring – Instead of rejecting an underqualified but promising candidate, consider hiring them in a junior role with a structured development plan. Pairing them with an experienced mentor can fast-track their growth.
- Emphasise Soft Skills – Skills like communication, teamwork, and initiative often outweigh technical expertise. Hiring someone with the right attitude and teaching them the technical skills can yield a highly capable team member.
- Invest in Upskilling – Provide learning opportunities for those who show promise but need additional skills. Training programmes, mentorship, and continuous learning can turn raw talent into future leaders.
The Bottom Line
Yes, experience often trumps qualifications in hiring - but only because someone once took a chance on those experienced professionals. As we make hiring decisions, we must balance our need for proven expertise with our duty to invest in the next generation.
The best teams are built by hiring a mix of experienced professionals who can lead and mentor, alongside those eager to learn and grow. After all, we all started somewhere - now it’s our turn to pay it forward.
