Why the 'Years of Experience' Requirement is Holding You Back from Hiring Talent

I recently came across a job posting for a freelance diversity, equity, and inclusion (DEI) project lead position that caught my eye. The job description aligned perfectly with my skills and experience, but there was one requirement that raised a red flag: the mandatory "years of experience" question.?

The vacancy shared the following knockout demands:

1. Academic work and thinking level

2. Demonstrated work experience (minimum five years) as a DEI project manager within the public domain

3. Affinity with Diversity, Equity & Inclusion

Sidenote: DEI roles are new in the Netherlands, so asking for five years of work experience is like looking for a unicorn on Mars.

For me, a mandatory year of experience requirement is problematic for several reasons. It assumes that time served is equal to skill. Every professional grows at their own pace, and it's not fair to assume that everyone should have the same number of years under their belt to be considered for a job.?

This assumption can be particularly harmful to people from marginalized communities who may face more barriers to career progression.

One of the questions on the application was mandatory: How many years of experience do you have? This question activated a red flag for me; it's holding me back from getting opportunities that could be perfect for my skillset and career goals.

Furthermore, focusing on years of experience can screen out top talent that may bring new ideas and perspectives to a team.?

In today's ever-changing business landscape, companies need to be adaptable and open to new ideas. Hiring professionals with diverse backgrounds and experiences can only foster a more dynamic and forward-thinking work culture.

Studies have shown that years of experience requirements can lead to missed opportunities. According to a study done by?Indeed, one-third of job seekers said they opted out?of applying because they lacked experience.?Also, the Years of Experience question can indirectly activate Ageism.

So, what can companies do instead??

One solution is to focus on skills and potential rather than years of experience. This means evaluating candidates based on their ability to learn quickly and adapt to new situations, as well as any transferable skills they may possess.?

According to?McKinsey, more employers are beginning to embrace skills-based hiring practices, such as Boeing, Walmart, and IBM, which have signed on to the Rework America Alliance, the Business Roundtable's Multiple Pathways programs, and the campaign to Tear the Paper Ceiling.?

In May 2022, the state of Maryland announced it would no longer require degrees for almost 50% of its positions, opening thousands of jobs in healthcare, corrections, policing, skilled trades, and engineering to a bigger pool of applicants.?

Companies have recognized that skills-based practices are a powerful solution to challenges that have intensified since the pandemic, as they can boost the number and quality of applicants who apply to open positions and assist workers in finding more opportunities to advance internally.?

It also helps communities by creating more and better job opportunities for a broader, diverse pool of workers.

Ultimately, employers need to recognize that there is no one-size-fits-all approach when it comes to hiring talent - and they should consider alternative methods such as focusing on an applicant's skillset or offering internships or apprenticeships instead of relying solely on traditional recruitment processes, which often involve mandatory years of experience requirements.

Empower Your Workplace with Amplify DEI Card Deck – Become a Change Agent Today!

Diversity, equity, and inclusion (DEI) are more than just buzzwords – they're essential ingredients for creating a thriving and successful workplace.?

Advocating for DEI in your organization and community is crucial for fostering a positive work environment where everyone feels valued and respected.

Introducing the Amplify DEI Card Deck, a powerful tool designed to help you enhance your DEI skills and understanding. By using these innovative cards, you'll experience improved communication, better team collaboration, and increased awareness of DEI issues in society.

The Amplify DEI Cards offer a simple and effective way to build your DEI knowledge and expertise. Each card presents thought-provoking questions and scenarios that will challenge you to think critically about diversity, equity, and inclusion.?

As you engage with these cards, you'll develop a deeper appreciation for different perspectives and experiences, enabling you to become a more empathetic and inclusive leader.

Now is the time to take action!?

Embrace the opportunity to become a change agent in your organization by leveraging the?Amplify DEI Card Deck?as your go-to resource for transformation. Let's create a more diverse, equitable, and inclusive world, one card at a time.

Ready to make an impact? Order your?Amplify DEI Card Deck?today and start your journey toward becoming a DEI champion!

???Amplify DEI

The Amplify DEI Newsletter is a newsletter that focuses on amplifying diversity, equity, and inclusion in order to activate and apply the inclusive mindset. Vivian Acquah is also known as the Inclusive Workplace Wellness Advocate (aka speaker, moderator, coach, facilitator). She is committed to making topics related to workplace wellness & DEI accessible to everyone.?

Her last name means water, and yes from to time she is being hired to put out fires related to diversity, equity, and inclusion. Her unique value is that she provides people with the right tools at the right time to embrace inclusive changes, especially when you want to prevent these fires from happening.?

If you'd like to get more information about workshops, speaking engagements, panels, or consultancy customized to meet your organizational needs, please?click here?to learn how Vivian can support you.

Feel free to share this newsletter with anybody you think will benefit from it.?

Thanks for reading!

Disclaimer/Warning:?it is important to share that Vivian Acquah is known for mentioning food a couple of times during a conversation, workshop, or training.

Vivian can’t be held responsible for any (unhealthy) cravings. Have your snacks ready when reading her posts or when talking to her.?

Reach out, and let’s amplify DEI together by taking action right now.

Free resources to activate or boost your DEI journey

• Amplifying People Planet Profit Now!
• Best DEI Coaching: Supporting Leaders in Activating Their DEI Muscle
• 6 Crucial steps to create and activate your DEI roadmap