When it comes to job applications and the hiring process, “experience” is often the buzzword that can make or break a candidate’s chances. But what exactly constitutes experience, and who gets to decide its value? As I recently discussed with my sister, the definition of experience is far more subjective than we might think.
Let’s take the role of an administrator in education. On paper, it might seem straightforward – someone who assesses and evaluates others, provides vision, and manages the organization. But in reality, the title of “administrator” can encompass a wide range of roles, from principals and assistant principals to instructional coaches, counselors, therapist, and even teacher leader. So, when a job posting asks for “administrative experience,” how do we know what they’re really looking for? Furthermore, if a hiring party uses automated screener question that allow a limited amount of time to respond, again, how do you fully articulate the value someone could add to their organization?
The subjectivity of experience doesn’t stop there. Imagine leading and managing an online platform facilitates teaching and learning for students…by teachers. Does this count as administrative experience? In some cases, the answer might be no, unfortunately. The predetermined and subjective nature of the interview process can filter out amazing talent, simply because their experience doesn’t fit neatly into the expected box.
This brings me to a quote I once heard: “Experience doesn’t become an issue until you have it.” And what if you have, “experience?” What does it mean to, “not have experience?” Early in my career, I was often told that I wasn’t “the right fit” for a position. But what does that really mean? If I have the skills and qualifications to make a peanut butter and jelly sandwich (and even accommodate special requests), why should I be overlooked for a role as a Chief of Bologna sandwiches, just because my experience doesn’t match someone else’s narrow definition of a “Between the Bread Artist.”
The truth is, seeking new opportunities can feel like an abysmal endeavor when experience is evaluated through biased lenses. We all have unique expertise and skills that may not fit squarely into the perfect box, but that doesn’t make them any less valuable. It’s time for employers to recognize that a candidate’s worth extends far beyond the bullet points on their resume. Yes, credentials are important. Skills, assertiveness, and aptitude are essential. And yet, subjectivity in the hiring process will weed out viable candidates.
So, the next time you find yourself in the job market, remember the peanut butter and jelly dilemma. Don’t let someone else’s narrow definition of experience hold you back from pursuing your goals. Your skills and adaptability are valuable, even if they don’t fit the expected mold. And who knows – you might just be the perfect candidate to shake things up and bring a fresh perspective to the table.
Dr. Darryl S. Diggs, Jr.
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