Say Goodbye to "5 Years of Experience" in Job Ads – Why and How

The phrase "five years of experience" is a common requirement in job postings. While it might seem like a safe way to screen candidates, this vague standard often does more harm than good.

Past experience does not predict future performance. In fact, according to a large study analyzing 81 recruitment cases, the correlation between past experience and future performance is very low - just 0.06.* Despite this, many still view prior experience as one of the most important prerequisites for a job.

Why and How to Replace 'Years of Experience' in Job Ads

1. Be Specific About the Experience You Need

Simply stating “five years of experience” without context is not helpful. It doesn’t clarify what that experience should entail or what specific skills and outcomes you value.

• Instead of focusing on tenure, outline the critical experiences or results that matter for the role. For example, are you looking for someone who has led cross-functional teams, improved processes, or implemented specific tools?

2. Years of Experience Don’t Equal Competence

Length of experience doesn’t guarantee skill. Someone with one year of concentrated, hands-on work might outperform a candidate with five years of less meaningful experience.

• Focus on the depth and relevance of experience rather than the duration. A candidate who has tackled complex challenges or delivered measurable results in a short time could be exactly what you need.

3. Similar Roles Can Vary Widely

Even if someone has worked in a comparable position, their experience might not fully translate due to differences in company culture, processes, or tools.

• Acknowledge that no two roles are identical. Instead of seeking an exact match, prioritize the specific skills required to perform the tasks or a candidate's willingness to learn.

3 Steps to Improve Your Job Ads

If you still want to use experience as a predictor of success, here’s how to make it work:

1. Define the Role Using a Task-Based Approach

Describe the top three tasks for the job with specificity. Use the formula:

• What needs to be done
• How it will be done
• Who the candidate will interact with
• How many (e.g., tasks, clients, or volume)
• Success criteria for each task

For example: Manage and deliver monthly financial reports (What) using [specific software] (How) for department heads (Who), covering budgets for 5 key projects (How many), ensuring 100% accuracy and meeting deadlines (Success criteria).

2. Identify Prerequisite Skills and Experiences

Determine which specific skills or experiences are truly essential for performing these tasks successfully. Focus on technical expertise, problem-solving ability, or leadership experience that directly impacts outcomes.

3. Set Clear Expectations for the First 3-6 Months

In your job ad, explain what you expect the candidate to achieve during their initial months on the job. This approach gives both you and the candidate a clear understanding of the role and its immediate priorities.

The Benefits of this Approach

When you move beyond vague requirements like “five years of experience” and focus on specific, results-driven criteria:

• You’ll attract candidates who align with your organization’s goals.
• Candidates will have a better understanding of the role and whether it’s a fit.
• The hiring process becomes more efficient and effective, leading to a higher chance of finding the right hire.

By clarifying your expectations and shifting your focus to results and skills, you’ll build better teams - without the guesswork.

*Van Iddekinge, C., Arnold, J., Frieder, R., & Roth, P. (2019): “A meta-analysis of criterion-related validity of prehire work experiences” Personnel Psychology, 72, 571-598. https://onlinelibrary.wiley.com/doi/abs/10.1111/peps.12335