Austin Belcak’s Post

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→ Experience isn't always the best measure of someone's effectiveness in a role. → It's the skills, mindset, and approach that truly make a difference in performance. Austin Belcak

I’ve been there, and I get this completely. What frustrates me most is that people subconsciously know this, yet they hesitate to admit it. And because of that, younger people are often held back from reaching their full potential. It’s as if being young automatically equals ‘risk,’ and instead of recognizing competence and results, their capabilities are constantly questioned. If a younger person is delivering better results, let them thrive. Honestly, I’ve even stopped mentioning my age in professional settings because I know how it can instantly shift perceptions. But at the end of the day, results should speak louder than years on a résumé.

That’s an interesting perspective, but… A heart surgeon just coming out of college has “the ability to perform” heart surgeries, while a heart surgeon with 20 years working on the field has “ability to perform” and experience. Which one would you use if you needed a heart surgery?

Great point, Austin! Performance often speaks louder than years, and I couldn’t agree more that ability and impact should be the true measures of experience. As many job seekers might see this post and resonate with it, especially those feeling overlooked despite their skills - I’d also suggest trying MyCareerElevator.com. I often recommend it for anyone looking for their next job, and it’s already helped a few people in my network land great offers!

Measuring experience solely in years can be limiting because it doesn't accurately reflect the depth or relevance of that experience. Experience should be measured by the skills, knowledge, and adaptability gained over time, rather than just the number of years worked. This approach recognizes that experience is not just about the duration of a career but the variety of challenges faced, the insights gained, and the growth achieved. It allows for a more nuanced understanding of a person's capability, regardless of how long they’ve been in their field.

Absolutely. Also, I believe it’s unfair to say that someone working for a long time at the same place isn’t growing because we never know what personal situation has kept them there or what their motivation is for the long stint.

This metric based approach has always fascinated me. Take the NFL for example, boundless resources, and metrics for everything from decision-making to optimum hand diameter for quarterbacks. Still, teams miss as often as not on early draft picks. By the same token, “under performers” often flourish with a new team or new leadership. Hard to reconcile the two outcomes, but I’d wager that the actual “fit” with the culture and your direct reports may play more of a role than the paper metrics.