Jobs: Experience versus Talent
If you're looking for advice on finding jobs that fit you specifically, you're looking in the right place. When analyzing yourself and your career questions, tailored counseling and testing can be invaluable. One of several considerations in this process should be the evaluation of general "talent" vs. actual technical expertise or hands-on experience.
In the '90s when companies, start-ups and personnel hiring were more accelerated and experimental, there was an emphasis on hiring for "talent." Managers believed that if they could obtain staff with the talent, they could train them on the specifics, the software, etc. Since the early '00s however there has been more emphasis on hiring for exact industry and technical experience. Hirers want more of the staff who can hit the ground running and don't require ramp-up time. Businesses have become more short-term revenue focused and have applied that to hiring as well.
What is your personal, professional orientation? Is your plan to study, focus, and become an industry expert? Or maybe it's to dive in, adapt and quickly learn items you never knew before. Do you like the challenge of the unknown? Or maybe your preference is a clear, reliable path.
Despite the shift in economy and business, there are still industries and companies today who hire more for "talent" than experience. In today's digital marketing industry there is the challenge of having to keep up with various, changing technologies. This can be especially true for social media marketers. So requiring exact, specific experience is either a long shot or impractical for what's coming. Understandably, certain computer programming focuses can be similar. But jobs for talented people such as copywriters or graphic designers can ironically require specific niche industry experience. Companies in specific industries often prefer their employees to come in the door already understanding the vernacular of their space; the brands, the messaging, the competitors and clients.
If your personal preference is to adapt your talents and dive into the unknown, another thing you should consider is your speed of adoption and learning without instructors. Today, even if a new job requires skill or technical learning time, you can't just assume that you will have a manager who will have time to teach you. The modern workforce is fast-paced, and employers expect constant work in the time available for managers as well as staff, leaving employees to fend for themselves when it comes to learning the necessary skills to meet requirements.
Fortunately, the web offers countless learning resources for on-the-job technical training, and this type of learning has become more of a requirement. Managers love employees who can figure out the job and solutions with minimal questions asked. A good question might be "What should I learn on company time versus my own time?" Obviously you want to be cognizant of what you should already know on a new job versus what you shouldn't. For example proprietary programmed software, such as the company-specific home-grown accounting system or website content formatting, you should learn on the job/on the clock (with maybe a little extra learning after hours).
Want more career advice? Here are career coaching factors to consider when seeking a career counselor or online career testing services.
POSTED: 7-12-2015 at 2:51 PM (EDT)