I like the definition of experience as job-relevant knowledge gained over time. How can women or men who stay home with children be helped to name the job-relevant knowledge they are gaining when the time comes that they wish to re-enter the formal work world?
Given that work experience tends to relate better to “hard” measures of performance, how can organizations start to incorporate work samples as potential measures of experience and job performance? What if an individual does not have work samples to offer?
What does the relatively low correlation between experience and performance say about the way we should hire people? Is it fair to ask people for ___ years of job experience?
I feel like many times organizations ask for estimates of experience based upon years, which might not be what they are really after. For example, some people stay in the same job for 20 years, though they are doing the exact same thing and may be stuck in their ways despite technology advances and improved best practices. What is a better way to conceptualize experience?
The measurement of what constitutes job experiences seems as though it depends on the job. For example, it seems appropriate to calculate the number of successful surgeries performed by a surgeon rather than years on the job. However, for someone who writes computer code, number of years spent doing the job may be more relevant. How do these distinctions influence hiring decisions?
This article found that time and type were the weakest relationships, but task-level experience was strong. Thus, should interview questions be concerned only with the task and level of experience versus the time/length? However, many job postings request a minimum of some job-related experience; this seems contradicting.
I think one reason for such the low correlation is due to ageism - I think that young, fresh faced college grads are pretty susceptible to poor performance ratings. Or it could have something to do with the fact that young people are not working as hard because they typically do not have very many responsibilities or families to support.
I like the definition of experience as job-relevant knowledge gained over time. How can women or men who stay home with children be helped to name the job-relevant knowledge they are gaining when the time comes that they wish to re-enter the formal work world?
ReplyDeleteGiven that work experience tends to relate better to “hard” measures of performance, how can organizations start to incorporate work samples as potential measures of experience and job performance? What if an individual does not have work samples to offer?
ReplyDeleteWhat does the relatively low correlation between experience and performance say about the way we should hire people? Is it fair to ask people for ___ years of job experience?
ReplyDeleteI feel like many times organizations ask for estimates of experience based upon years, which might not be what they are really after. For example, some people stay in the same job for 20 years, though they are doing the exact same thing and may be stuck in their ways despite technology advances and improved best practices. What is a better way to conceptualize experience?
ReplyDeleteThe measurement of what constitutes job experiences seems as though it depends on the job. For example, it seems appropriate to calculate the number of successful surgeries performed by a surgeon rather than years on the job. However, for someone who writes computer code, number of years spent doing the job may be more relevant. How do these distinctions influence hiring decisions?
ReplyDeleteThis article found that time and type were the weakest relationships, but task-level experience was strong. Thus, should interview questions be concerned only with the task and level of experience versus the time/length? However, many job postings request a minimum of some job-related experience; this seems contradicting.
ReplyDeleteI think one reason for such the low correlation is due to ageism - I think that young, fresh faced college grads are pretty susceptible to poor performance ratings. Or it could have something to do with the fact that young people are not working as hard because they typically do not have very many responsibilities or families to support.
ReplyDelete