One of the main problems with the job search these days is that there’s a large discrepancy in age, experience, education and knowledge (I’ll get to that distinction in a minute) between applicants for most any job posting. One of the more recent cattle-call interviews I went to had prospective employees ranging from 22 to 45, with educations ranging from the local community college to the Ivy League. And they were all applying for the same job. That’s almost like having a birthday party and inviting the whole world.
The job in question was a pretty generic, low-requirements, high-training opportunity at a mid-level company. And while some of the applicants seemed more (over)qualified than others, each of them seemed to be differently balanced in each of the four areas mentioned above. And here’s why they are all almost equally important:
- Age: Despite all evidence and legal statutes that might say otherwise, there is an age bias in the workplace. Whether it’s assuming that a younger candidate is more technologically savvy and receptive to new trends, or presuming an older candidate has more experience and gravitas, it is a factor that permeates through many decisions, be they from employers, co-workers or clients. This category could also be filled in with any other “equal opportunity” or “affirmative action”-based category.
- Experience: Having pertinent experience when applying for a new job can be both an asset and a detriment to a job seeker. On one hand, you have a greater understanding of how things are done, how an industry (or position) operates, and may have established connections. On the other hand, you may have learned how to do things a different way than at your new prospective employers’ business, may have different dispositions towards certain tasks than those identified by your employer, and may have built up a negative reputation.
- Education: While a diploma and some book smarts can get your foot in the door (possibly with your leg and torso if you went to a name school). There seems to be a pervasive thought in many industries to “un-teach” what recent grads have learned in school, replacing it with the company’s own practices and teachings. Those with post-graduate degrees may find themselves at a slight disadvantage due to the volume of expected knowledge and practices from their employers who may feel the need to push them right into the deep end of the pool. However, a strong background in anything is preferable to walking in as a blank slate.
- Knowledge: Whether it’s proficiency with a new program, insight into a customer base, or special skills, knowledge can be the deciding factor in getting hired. Seemingly irrelevant knowledge of spreadsheets, statistics, coding, foreign languages or even music can help a candidate stand out from the pack. Too much diversity in this area, however, can make them seem scatter-brained and diminish their core value to the organization.
Although one would expect that a solid foundation in each of these different areas might make for a winning candidate, organizations have a different model for the key employee for each position. By using information from the job posting, company website, and (if possible) current employees, you can find out and tailor your application to fit the model and get the job.
