It is natural for companies to want to hire outstanding talent. However, the moment the years of experience are specified, it feels like the opportunity to recruit a superstar disappears as it becomes confined within the frame of ‘someone with an average of a few years of relevant experience should be in that position.’
Especially in the e-commerce industry where I am involved, the pace of change is so rapid that, in my personal experience, years of experience are not as important. I believe that in this field, where internet trends are sensitive and where newcomers who have just graduated from college are quick learners, they can achieve more outstanding results than veterans with over ten years of experience. I have seen many cases like this. So, even when I worked at my previous job, when HR asked, ‘How many years of experience should we specify in the job posting?’ I often advised them not to specify a number, suggesting something like ‘Please estimate around xx to xx years, but don’t include it in the posting’ for the convenience of the initial HR screening process. It was to ensure that we wouldn’t miss out on valuable talent just because of a mere number indicating the years of service.
Conversely, I believe that job seekers should consider the years of experience mentioned in the job description as a reference, but not be overly obsessed with the numbers. Of course, if a job seeker with five years of experience applies for a position requiring more than ten years, they should prove through an excellent resume and CV why they are suitable for the position, to avoid being eliminated in the initial screening. From the company’s perspective, the truly needed talent is ‘someone who can do the job well in that position,’ not necessarily ‘someone with over ten years of experience.’
#Career #YearsOfExperience #JobPosting #E-commerce
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