It depends on the job. If I was a manager at a fast food place I would not expect them to have any work experience. I also would not expect them to stay a long time. It's a stepping stone for most people, with only a small number making a career out of it.
In engineering, I'd expect a minimum of five years experience, preferably 10-15 years. For some positions I might even want 20-25 years. In other words, someone who know what the heck they are doing.
On the other hand, not all experience is equal. I'd rather have someone with five years of good quality experience over someone with fifteen years are poor quality experience.
On the other other hand, if the company is large enough, I"d be perfectly willing to take on people in co-op programs who had no experience. I have worked with co-op engineers before and they are a pleasure to work with. But in a small company, which most engineering companies are, co-op students or others with no experience just won't get the job done.
Job experience first. Some fresh out-of-college know-it-all still needs to be trained on how to even do the fucking job. They're the doctors that will jot down your symptoms and then hop on WebMD right in front of you. Just great...8 years of school and he's going to do what you already could do on your own. He can tell you who invented the stethoscope and then can't figure out how to use it.
You're going to always get better results from hiring out of the experience pool for the most part.
Now... no experience person is going to need to get trained too. They'll work for peanuts compared to Mrs. Highly Educated. It's going to be nothing but solid experience for them. Instead of a problem maker, they're more likely to make your problems taken care of because they're glad they're getting paid.
Simply put, a year of actually working the job will make them more valuable than some college twit that studied gender studies for most of their credits. Less of a headache too.
I feel that too much importance is placed on job experience. Because a new job will always be different than whatever job the person had before. So learning fresh would still be required either way. I would give someone a chance who didn’t have experience.
The one who is enthusiastic about working. Never hire a lazy worker. If the one that has job experience was fired, he was fired for a reason. If the one that has no job experience is excited to work and agreeable then he will get hired and vise versa.
When hiring, consider skills, attitude, and cultural fit. Someone with experience might require less training and have proven capabilities. However, a candidate without experience could bring fresh perspectives and enthusiasm. Evaluate their potential, adaptability, and willingness to learn. I once hired a less-experienced individual who showcased immense potential and commitment, ultimately contributing significantly to the team. It's crucial to assess their alignment with your organization's values and goals.
There are many more things than the two you mentioned. I'm sure it changes from job to job and the higher up you get the more in number and intensity the interviews get. Hiring and training new people is a very expensive move for most business. I've hired plenty of line staff, managers, and a few director level positions and in every case I try to find out a few things. 1) Can this person figure things out on their own and make decisions up to the appropriate level in the org chart s/he is. The last thing I want is a manager ho is going to bring every problem s/he encounters to me. If I wanted to make those decisions I wouldn't be paying you. Some people seem to attract complaints and some never have received one. I'm not sure if law is for State of CA or Federal but I'm sure every state has some version of protection from bad references. Unless you personally know someone you want to hire has also worked for you usually won't get much beyond a confirmation that the person was employed by reference and the dates of employment. Divulging anything beyond that is against the law. You used to be able to ask the question, "would you be willing to hire this person back" but I got shut down on that. This applies less to small business since everything is more relaxed when HR person is also GM or if you know and ask on QT
Hiring the right people is probably the most important thing that a manager does. I always spend a lot of time looking at the whole person. I want to see when they know of course but I also look for things like curiosity, ability to learn new things and take personality into account. If somebody has a willingness to learn new things I can overlook it if they are missing a skill that is needed. I figure I can always teach them the skill but you cannot teach somebody to have a new attitude.
DEI tells us that the only thing that matters in the hiring decision is the color of their skin, what person, animal or inanimate object they identify as and what they have between their legs.
Hire only based on creating "Diversity." Hiring based on their experience and the quality of the product or service they can produce is racist, homophobic and misogynistic. What matters is whether or not you as an employer push the Democrat Woke agenda not whether or not the people you hire make a good employees who contribute positively to the goals of the organization.
All other things being equal, I would hire the more experienced person. If all other things weren’t equal, I would consider hiring the less experienced person because everybody is just starting out at some point and if I were a boss, I would want to give that person a break.
Depends. I wouldn't need for tool sterilization and for cleaning a helper with 20 year experience. For a laboratory jobs is a newcomer rather less suitable because wasting expensive materials or having suboptimal prosthesis isn't cost effective. However everyone knows people have to learn somewhere and study or training alone isn't enough.
I was always super at selecting the right person , two of my personal selections remained there 15 years later , and another one 10 years. Experience , I never worried about if I was pretty dam certain that person was what I wanted , was blank canvas , and could be trained , also gelled with the organisation.
Experience is what it’s all about & when it comes to hiring I would hire anyone except the entitlement generation of today. Today’s generation doesn’t want to work, doesn’t show up to work, works when they want to & wants to get paid to do nothing & play on their phones all day long.
When I'm considering Hiring someone for a job I just do not look at their work history but also any other experience that they have as it gives me a better idea of their total skills matrix not just those in reference to the job they've applied for, such as have they had any soft skills that would not be covered in the formal qualifications.
Just experience wouldn't be enough. Background, personality, potential are necessary too. sometimes having an inexperienced, ready to learn employee is worth more than a experienced, rigid alternative.
Experience is everything. I just recently left my job and started looking for a new one after 10 years at the same place. A LOT of places didn't even care about education anymore. Well once/if you got past the algorithms. Most people hire using AI now so it's crazy.
The one who can do the job. I've interviewed a lot of programmers and there are fresh graduates who are great and people with 10 years experience who can't program.
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I would hire someone solely based on intuition and vibes. I wouldn't give a rat's ass about their employment history. But that is me and I have never been in an hr position.
It really depends on the job… Can the person add value while learning on the job, and finish have the team to teach them? If so, I might take the punt on someone with no experience
I would hire someone with job experience, for you will have to train a person who is new to the job. You will also have to answer for the mistakes they make in the first few months on the job.
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