I’ll admit it—I’m frustrated.
There’s something maddening about job postings that proudly advertise “entry-level” roles, only to sneak in a requirement like: “Must have 2 years of experience.”
Let’s be real: That’s like posting an ad that reads –
“looking for a virgin with 2 years of experience in sex.” (How does that even work?)
Whatever happened to on-the-job training? To companies valuing cultural fit, passion, and potential over pre-packaged experience?
Here’s the thing: Hiring a rookie doesn’t have to be a huge risk. With sound onboarding and finely tuned leadership, just about anyone with the right attitude can be molded into a valuable asset.
Sure, if it’s mission-critical—life or death—you need someone who’s been in the trenches. But for most roles, the risk isn’t hiring someone new. The real risk is missing out on a team member who could be exactly what your company culture needs to thrive.
A great hire isn’t just about existing skills—it’s about attitude, adaptability, and what someone can become with the right guidance.
So, let’s stop scaring off the next wave of talent with impossible standards and start investing in people who could truly make an impact.
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