In a short piece from last month, a fellow millennial wrote about the conundrum many of us find ourselves in. It’s a truth you’ll probably hear from the mouths of twenty-somethings across the country:
“I can’t find a job because I don’t have experience, and I don’t have experience because I can’t find a job.”
While I’ve agreed with this sentiment in the past, the first time I heard it expressed so succinctly was in another blog post about a year ago. It struck such a nerve with me that I’ve adopted it as a mantra. It’s become a sort of battle cry for young people who are frustrated with this economy, and perhaps more importantly, frustrated with the hiring process in general.
Over the past three months I’ve applied to dozens of jobs and internships, all of which are positions in organizations I believe I could happily contribute to. But there are dozens of other positions I haven’t applied to for one specific reason, experience requirements. Now, I understand the gamesmanship that comes with writing qualification requirements, they weed out potential applicants before they even send in applications; it’s a process of self-selection – “I know I don’t have 5 years of experience so why even bother sending an application?” Fair enough. It’s probably quite efficient for employers to do this, but with efficiency, comes missed opportunity.
The problem is that this self selection process is completely broken. Employers are posting experience requirements for positions that most college graduates have the ability to do. Do I really need 5 years (five years!) experience to be a research associate, or a communications associate, or a marketing specialist, or a writer, or a social media manager? As Seth Myers would say – really, I mean, really!?
This is madness, it’s inane, and it’s contributing to this problem of youth unemployment and underemployment. Some organizations have begun to address this problem and have reformed their hiring processes. Gawker values inexperience, other organizations have implemented training programs that are full-time paid internship positions where successful completion of the program seamlessly transitions to permanent employment. They act as a sort of residency program for non-medical professional degree holders. And still others have all but abandoned the traditional hiring processes in favor of social media interactions/applications.
Now, this is not to say that experience requirements are unneeded, for certain positions professional experience does matter. But I’d argue that a large chunk of positions out there can be successfully filled by graduates with limited experience; and that organizations are overvaluing experience as a barometer of future success. What’s more important, experience or organizational fit? Experience or ability? Experience or passion? Experience or creativity? I think it’s clear that many of the most successful modern organizations run on the creativity, initiative, and passion of young people. I just hope that as these companies grow they don’t lose sight of the formula that made them successful.
Despite the experience conundrum, I’m fairly optimistic that a paradigm shift in the hiring process has begun and will continue. As millennials are beginning to flood organizations across the country, attitudes and practices are changing for the better. Millennials who are already in positions of influence have empathy for their peers; and that empathy can go along way in not only improving the jobs prospects of the unemployed and underemployed, but also in improving the prospects of organizations that may be stagnant.
The question employers must ask themselves is whether they are going to be vanguards of the traditional hiring process, or innovators and leaders of the country we want to see.
If you’re an employer what are your thoughts on young prospective employees? If you’re a millennial, are you frustrated by the experience requirements? Type your thoughts in the comment section, and share this post with friends.