“Why Wont HR Consider ‘Potential’ Instead Of ‘Experience’?

By Elizabeth Benu

Having to gain the right experience for the corporate world is what most of the youth are currently having a hard time coping with. Most of the job opportunities require between 2-4 years experience. A recent graduate cannot make it happen for them with his papers only; so what do they do?

Two cases in point; a job seeker with no work experience but has passion and potential of becoming the next big thing and a job seeker with relevant work experience and less potential.

Bonney Tunya is a CNBC Africa presenter for East Africa who previously worked at KTN. The renowned journalist narrates of how he found himself in the media industry with no academic qualification but a burning passion. At the time, he was competing with people with masters in Journalism. Surprisingly he had a medicine degree. His potential, passion and hard work saw him move from being an intern to hosting two shows at KTN.

Caroline Muraya on the other hand is a waitress at a 5 star hotel with a vast experience of 4 years. She is a good employee but she meets bad bosses making her quit most of her jobs. She gets a new job in less than two weeks after she quits because of her experience level.

In reference to these candidates I seek to ask the opinion of a Human Resource professional on why most HR Managers will not consider potential as compared to experience

Lynette Sikulu, a Human Resource Officer at Veterinairs sans Frontiers Germany, holds the opinion that potential is also considered

“It depends on the position you are being hired for and the sector this position is in,” Ms. Sikulu explains.

She exemplifies her point using a bank set up saying that, “A bank looks to hire young people with a lot of potential so it will hire management trainees for a teller position for example.”

She also adds that such a position does not require much experience to execute its responsibilities as compared to a CEO position.

‘Consider a candidate with energy, enthusiasm and great energy and one with little or no experience, which one would you choose?’ I pose

“I would hire the one with energy as opposed to the one who is laid back and has experience. An interview is structured to bring out the competence levels of a candidate ,” she answers.

If you are thinking that potential alone will get you in, think again. Ms. Sikulu advices that it would be best to have a balance in experience and potential

“Work on having experience from an employer. Learn and gain enough before you move to another position. Have a personal development plan and balance the two,” she further adds.

And for those without experience but with full potential, here is Ms. Sikulu’s two cents for you

“Volunteer in your areas of interest. Also take up internships. A hiring manager considers the time spent in a volunteer programme as experience,” she concludes.

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