MBD (metro-boulot-dodo)’s Post

PSA to hiring managers: There’s a ton of amazing people out there looking for their next opportunity. It’s understandable to want to find the perfect candidate that checks every single box on the job description, responsibilities, and qualifications list. But remember, if a candidate checks 100% of the boxes they have no room to grow into the role. They will be overqualified on day one and seeking their next role. Look for candidates that have enough expertise to execute the job and enough room to grow to stay excited and motivated. Find people who are hungry to learn and grow — and they might bring new ways of thinking that you hadn’t even considered. If I were building a team, I’d choose the person who’s asking all the right questions but doesn’t have all the experience. #careers #recruiting #team #leadership

To all hiring managers: This mindset is crucial for effective leadership and building a successful team. Surrounding yourself with individuals who are more knowledgeable or skilled in certain areas should be embraced as an opportunity, not seen as a challenge to your position or authority. Hiring people who bring greater expertise or fresh perspectives strengthens your team, fosters innovation, and pushes the organization toward growth. #HiringManager #HiringRight #Recruiting #TalentAcquisition

You can slow down your entire business without this personality trait You can have the smartest leaders, sellers, SDRs, IT team, etc. While having a smart and experienced team is great, they’re less effective without urgency. One of the most important traits you should be hiring for is Urgency. Without it, everything takes longer! This is not to be confused with people being too busy. This is about not waiting to get the job done and learning to prioritize tasks. Tag the people you know with the most urgency 👀 #hiring #recruiting

Dear HR professionals, it's time to reconsider what 'entry-level' really means. Requiring 3-5 years of experience for entry-level positions undermines the opportunity for fresh graduates and newcomers to start their careers. Entry-level should mean zero years of experience, providing a platform for growth and development. Let's create opportunities that truly allow new talent to enter the workforce and grow, rather than setting unnecessary barriers from the start.

Right on target

Great post . My thoughts. Entry-level positions are supposed to be the gateway for individuals to start their careers, but increasingly, companies and HR are asking for 3-5 years of experience for these roles. This mislabeling creates unnecessary barriers for recent graduates and those trying to enter new industries, making it incredibly difficult for them to gain the experience they need. An entry-level job, by definition, should require little to no experience—typically 0 years—because the purpose of these roles is to provide opportunities for people to build skills on the job. Instead, requiring years of experience for positions advertised as entry-level defeats the purpose of such roles. It contributes to the frustrating cycle where candidates are expected to already have experience without ever having been given the opportunity to gain it. The progression of experience should be clear and logical. Roles requiring 3-5 years of experience are more appropriate for managerial positions, where employees are expected to have a solid foundation and the ability to take on leadership roles. Similarly, senior managers should have 5-7 years of experience, as they need to demonstrate a higher level of expertise and leadership. For director-level roles, 8-10 years of experience is generally needed to oversee departments or large projects, and positions like Vice President typically require 10+ years of deep experience and strategic vision. Companies should be more mindful when defining job requirements. Calling a position “entry-level” while demanding several years of experience not only creates frustration for job seekers but also contributes to the talent gap by preventing promising candidates from entering the workforce. Entry-level should mean exactly that: a role where individuals can start their career journey, gain real-world experience, and have the chance to grow into more advanced roles over time.

"10+ years of experience is for VPs" is a very interesting comment. Perhaps this is something reasonable in non-tech fields. There also seems to be an assumption that a management path is the only way, and that all VPs are purely people management. In tech it takes many years and an absurd amount of experience and knowledge to reach the point where you could manage a large IT organization well. It's not sufficient to just be able to manage people. You have to also understand what they are doing, why they are doing it, and work to adjust it all to improve things.

Hiring a manager: how does it differ from a non-leadership role? You need to consider layers of team interactions. ☝ Here's the deal: A non-manager collaborates at the 'specialist-team' level. This means they typically focus on their own tasks and contribute to the success of their immediate group. The manager's perspective expands to the 'team-business' level. They take responsibility for their team's performance, seeing it as part of overall business success. They also collaborate across teams on a broader scale. So, what does this mean for the hiring process? A promising candidate digs deeper than just discussing benefits and perks. They show interest in the bigger picture with questions like: 🔸 Where is the business heading? 🔸 How can I influence business results? 🔸 What does a company expect from me as a leader? Those signs distinguish managers guided by business impact in their decisions. Make sure a candidate is motivated to drive their team towards global goals.

Seeing things from a fresh perspective can be a powerful reminder of our growth. It’s easy to forget how much we’ve learned along the way, but when you reflect on the experience you’ve gained, it becomes clear just how prepared you are for the next step. I’ve realized that, with the skills and knowledge I’ve built over the years, I’m ready to step confidently into a senior role. It’s important to recognize your value and potential!

I hope recruiters takes this into consideration, thanks DAMULIRA HAKIM for clarifying and simplifying this