Experience vs Skills in Hiring: A Debate

Why do some companies call it “entry-level” but ask for 5+ years of experience? I’m a recruiter, and while I don’t post these kinds of jobs, I see them all the time. And honestly — it makes no sense. If you want someone really experienced, then pay for the experience. If it’s entry-level, then open the door for people who are actually entering. We can’t expect top-tier candidates at beginner salaries. That’s not how you build strong teams or attract long-term talent. It’s simple: pay for what you’re asking for, and ask for what you’re willing to pay for. #Recruitment #Hiring #HR #EntryLevelJobs #WorkCulture #TalentAcquisition

🟧 𝐓𝐡𝐞 𝐇𝐢𝐫𝐢𝐧𝐠 𝐂𝐫𝐢𝐬𝐢𝐬 & 𝐌𝐚𝐫𝐤𝐞𝐭 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲 🟧 🔸 Why Your Open Position Is Bleeding Money ? 🔸How to Fix It ? The average corporate position stays open for 93 days in 2025. That's not just an inconvenience. It's a financial crisis. Here's the math most CHROs aren't calculating: → Lost productivity: $67,500 → Recruiter fees: $25,000  → Team overtime covering gaps: $18,000 → Delayed project revenue: $50,000+ Total cost per unfilled role: $160,500 📊 𝐓𝐇𝐄 𝐇𝐈𝐑𝐈𝐍𝐆 𝐏𝐀𝐑𝐀𝐃𝐎𝐗 • 74% of companies can't find "qualified" candidates • Yet 247 people apply to each posting on average • 38 of those applicants can actually do the work • They're all filtered out by ATS looking for "5+ years experience" And that's assuming you eventually fill it. We analyzed hiring data from 2,000+ companies. 𝐇𝐞𝐫𝐞'𝐬 𝐰𝐡𝐚𝐭 𝐰𝐞 𝐟𝐨𝐮𝐧𝐝: THE PROBLEM ISN'T TALENT SCARCITY. It's talent discovery. Traditional hiring optimizes for credentials, not capability. It filters by job titles, not actual skills. It measures years of experience, not ability to execute. Result? The best candidates get rejected before a human ever sees them. 𝐌𝐞𝐚𝐧𝐰𝐡𝐢𝐥𝐞, 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐨𝐫𝐬 𝐰𝐡𝐨'𝐯𝐞 𝐚𝐝𝐨𝐩𝐭𝐞𝐝 𝐬𝐤𝐢𝐥𝐥𝐬-𝐟𝐢𝐫𝐬𝐭 𝐡𝐢𝐫𝐢𝐧𝐠 𝐚𝐫𝐞: → Reducing time-to-hire by 47% → Seeing 36% higher retention rates → Cutting recruiting costs by 40% → Building more diverse, innovative teams The talent war isn't won by those who pay the most. 𝐈𝐭'𝐬 𝐰𝐨𝐧 𝐛𝐲 𝐭𝐡𝐨𝐬𝐞 𝐰𝐡𝐨 𝐜𝐚𝐧 𝐢𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐭𝐚𝐥𝐞𝐧𝐭 𝐨𝐭𝐡𝐞𝐫𝐬 𝐜𝐚𝐧'𝐭 𝐬𝐞𝐞. At Udao, we're solving this with AI-powered skills verification and matching. Every candidate's abilities are proven through real projects, not claimed on resumes. 𝐂𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐮𝐬𝐢𝐧𝐠 𝐬𝐤𝐢𝐥𝐥𝐬-𝐟𝐢𝐫𝐬𝐭 𝐡𝐢𝐫𝐢𝐧𝐠 𝐟𝐢𝐥𝐥 𝐩𝐨𝐬𝐢𝐭𝐢𝐨𝐧𝐬 3𝐱 𝐟𝐚𝐬𝐭𝐞𝐫 𝐰𝐢𝐭𝐡 𝐛𝐞𝐭𝐭𝐞𝐫 𝐪𝐮𝐚𝐥𝐢𝐭𝐲 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬. The question isn't whether to change your hiring process. 𝐈𝐭'𝐬 𝐰𝐡𝐞𝐭𝐡𝐞𝐫 𝐲𝐨𝐮'𝐥𝐥 𝐝𝐨 𝐢𝐭 𝐛𝐞𝐟𝐨𝐫𝐞 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐨𝐫𝐬 𝐝𝐨. 🟧 Curious about skills-first hiring? Drop "𝐃𝐄𝐌𝐎" in the comments and discover 𝐔𝐝𝐚𝐨 𝐓𝐚𝐥𝐞𝐧𝐭 𝐌𝐚𝐧𝐚𝐠𝐞𝐫. 👉 What's your biggest hiring challenge right now? Let's discuss in the comments. 👇 #TalentAcquisition #FutureOfWork #HRLeadership #Recruiting #SkillsFirst

Stop hiring for the resume. Start hiring for the superpower. 🦸♀️ The future of HR recruitment demands we look past rigid degree requirements and decades of experience. The real competitive edge lies in identifying transferable skills, aptitude for learning, and future-proof potential. Are we creating enough space in our pipelines for candidates who have a non-traditional background but possess the core competencies we need? It's time to disrupt the status quo and unlock the hidden talent pools. Are you prioritizing skills-based hiring yet? Let me know! #SkillsBasedHiring #FutureofWork #TalentManagement #HRInnovation

🔑 What is skills-based hiring? It’s the practice of evaluating candidates based on their abilities and competencies rather than just degrees or past job titles. #SkillsBasedHiring #BackgroundScreening #HRInsights 

Dear HR. Reposting job openings again and again doesn’t really help the applicants. What truly makes a difference is a simple gesture — an email or message informing them about their application status. It may seem like a small thing, but for the candidate, it brings clarity, closure, and respect. It helps them prepare better, move on, and not apply for the same role again. Let’s make the hiring process a little more human. ❤️ #HiringProcess #CandidateExperience #HRCommunity #JobSearch #TalentAcquisition #BeHuman #EmpathyInHiring #Recruitment #HumanResources

🌟 Happy Wednesday! Top candidates are facing multiple job offers. If your final offer isn't hitting the mark, you're waving goodbye to top talent. Here’s how to stay competitive at the offer stage: 💸 Salary transparency is winning—candidates expect it upfront 🧠 Decision speed matters—long waits = lost hires 📱 Keep communication personal and frequent 🛠️ Flexibility and remote options are now deal-breakers Hiring managers—over to you. Are you adapting your offer game? Share your thoughts below! #TalentAcquisition #HiringTrends #RecruitmentTips

🌟 Happy Wednesday! Top candidates are facing multiple job offers. If your final offer isn't hitting the mark, you're waving goodbye to top talent. Here’s how to stay competitive at the offer stage: 💸 Salary transparency is winning—candidates expect it upfront 🧠 Decision speed matters—long waits = lost hires 📱 Keep communication personal and frequent 🛠️ Flexibility and remote options are now deal-breakers Hiring managers—over to you. Are you adapting your offer game? Share your thoughts below! #TalentAcquisition #HiringTrends #RecruitmentTips

🚫 “No, I’m not interested.” Before even knowing the job profile, company, or growth opportunity. As recruiters, we hear this line way too often — and honestly, it hurts a little. 😅 Every opportunity deserves at least a listening ear. You never know — 👉 It could be the career break you were waiting for. 👉 The brand name you always admired. 👉 Or the salary package better than your expectations! Recruiters don’t just share openings — they share possibilities. 💼 So next time before saying “No”, take two minutes to understand the role. Because sometimes, the right opportunity knocks — only once. 🚪✨ AllAboutHR Mahavir Singh #Recruitment #Hiring #RecruiterLife #CareerGrowth #JobOpportunity #HR #HumanResources #TalentAcquisition

Let’s be honest: What is one of the quietest superpowers a recruiter should have? For me, I think it should be stakeholder management and gentle, thoughtful negotiation. I’ve seen so many junior roles that ask for “5+ years experience”… …with a salary that doesn’t cover transport. Candidates apply anyway, not because it’s fair, but because they’re hoping for a chance. Founders are stretched thin. Hiring managers want results fast. And recruiters? And recruiters often feel like being caught in the middle. But what if we could be the calm voice in the room? The one who says: “Maybe we don’t need someone who’s done it all; just someone who’s eager to learn, with the right support.” OR We don’t need to demand perfection. We just need to help shape something real: ✅ Clear expectations ✅ Honest pay ranges ✅ A path forward, not just a job description Hiring isn’t about checking boxes. It’s about opening doors gently, thoughtfully, and with care. When we take the time to align people with purpose and not just paperwork, we will not just be filling roles. We would have helped people begin. I think it is time to start asking better questions. And let’s help each other build something kinder. Thank you for showing up. 🙏 #TalentAcquisition #HiringWithHeart #RecruiterAsGuide #StakeholderManagement #FairHiring #FutureOfWork #HumanCenteredRecruiting

Nowadays, applying for a job feels like a full-time task itself. Companies ask for every single detail — from marital status to PAN card — just to complete the application. It easily takes 40–50 minutes to fill out one form! And when you finally finish and track your application, you often see: “Your profile is not suited for this role.” My humble request to all tech companies — please mention only the relevant and required information in your job descriptions. Don’t overload the JD with everything under the sun or expect one person to handle ten different roles. Let’s make the hiring process more efficient and candidate-friendly. #JobApplication #HiringProcess #JobSearch #Recruitment #JobSeekerExperience #CareerGrowth #HR #TechJobs #LinkedInCommunity