The Myth of Experience

Dear Ones:

As I sift through the world of applications and interviews, I can’t help but notice that we might place too much emphasis on "relevant experience" in our work.

Today's corporate culture seems obsessed with finding candidates whose resumes mirror the job description exactly. We've all seen the memes – the perfectly qualified applicant rejected for not having the right "experience," which often translates to "done this exact job at this exact company." This relentless focus on experience isn't just an external struggle; it permeates internal promotions as well. The concept of "lagging promotions" reigns supreme – you need to be already performing the new role to be promoted. Want to move up to the next level? You better be working at that level already, even without the compensation or recognition.

Listen, experience certainly has its value. If I'm picking a surgeon, I want them to have a wealth of surgical experience under their belt. If I’m going out to a restaurant, I’d prefer that the chef has cooked food before and understands general food safety. But is it the sole indicator of future success?? The answer, according to a growing body of research, is a resounding no. Studies consistently show that an individual's past experience has no significant correlation with their performance in a new role at a new company. This holds true even for seemingly identical positions. Yes, I’m telling you that the fact that you sold widgets for Company A does not mean you will be successful for selling the identical widgets for Company B. It might actually hinder your chances for success.

Why is this the case? There are two key factors at play.

First, context matters.? Two jobs with the same title might appear identical on paper, but the reality is rarely that simple. Does the new company have the same leadership style, goals, and reward systems as your previous employer? Are the support structures – peers, technology, feedback protocols, and company culture – identical? Any variation in these elements significantly alters the job to be done, rendering past experience less predictive of future success.

Second, our brains favor routine. The famous neurological adage "neurons that fire together, wire together" comes into play here. When we respond to a specific “problem” stimulus, like a work challenge, the corresponding “solution” neurons strengthen their connections, making us more likely to respond similarly in the future. Applied to the workplace, if you've tackled a specific challenge before, your brain is wired to solve it the same way you did previously, even if the specifics of this job are totally different. As psychologist Mendel Kaelen suggests, our brains function like ski slopes –? the more you go down the same run, the deeper the groove and the easier it becomes to choose that ski run (aka response reaction) in the future.

These two factors together mean that individuals who have “relevant experience” are actually more likely to fall into cognitive potholes that might hinder their ability to succeed in the job.

So, if experience isn't the golden ticket, what should we be focusing on? To answer that question, I invite you to take a moment and look inwards. How do you assess your readiness for a challenge? What factors do you consider when determining if the risk of trying something new is worth it??

When I think about how I would answer those questions, I think about running. Not literally running away (though these questions do terrify me) but rather what the experience would be for me running a marathon. To be honest, it’s not something I could ever imagine myself doing. It's not a physical limitation, but a matter of motivation and mindset. I know the dedication required – months of training, a relentless commitment –? and frankly, I'm not there. This is a good indication to me that this isn’t a fit.??

However, if you challenged me to try something I’ve never done before and perform a set of jazz standards at a local bar, I'd be all in. Performing fuels me, and I'm confident that with focused practice, I could build a great setlist and have a blast. I clearly have both motivation and mindset to succeed. The literature shows that these dimensions are actually stronger predictors of job success than experience. This is particularly relevant when there is specificity around what motivations and mindsets the employer is sourcing for a particular role.?

What might it be like if employers prioritized identifying the ideal motivation and mindset for a role and sought those qualities in interviews?

Let's revisit the jazz performance example. While my motivation and mindset are crucial to my success, they aren’t enough to ensure my performance goes off without a hitch. It’s true that I also need certain competencies to succeed. It helps that I can communicate with musicians (I was in my college acapella group), have musical learning agility (I know how to sight read), and vocal technique (I studied voice for a number of years). These competencies (paired with some specific examples of how they have shown up in my life) are actually a research-backed predictor of my potential success. As long as an employer clearly outlines the competencies required for a role (and no, “relevant experience” is not a competency), these superpowered skills can help determine success on the job.

What might it be like if employers prioritized identifying competencies mapped to a role and during the interview process invite candidates to share how they lived those competencies?

I believe that the future of hiring is “beyond the resume”. This obsession with “relevant experience” is a barrier to finding truly talented individuals who - research tells us - could likely turn out to be incredibly strong contributors to your team, your culture, and your company. What would it be like if the working world focused on what truly mattered: a candidate’s motivation, mindset, and the competencies that will allow them to thrive?

What potential could we unlock within our workforce and ourselves if we let go of the need to have done it all before?