Age in HR: Age vs. Potential

The traditional belief that an HR professional needs years of experience to succeed is quickly changing. In today’s fast-paced world, many young people are entering the workforce with diverse backgrounds, knowledge, and fresh perspectives. Despite this, some companies continue to underestimate the potential of young talent, leading to a workforce lacking in diversity and innovation.

As an HR professional with four years of experience, I’ve often been told that I’m too young to apply for certain positions. This perception is not unique to me, as many young professionals face similar challenges. According to Zippia’s database of 30 million profiles, only 28% of HR managers in the United States are under the age of 40, with the average age being 44. This trend is not unique to the United States and can be observed in other countries, including Armenia.

While companies may think that experience is a crucial factor in hiring HR professionals, they fail to realize that potential and competencies are equally important. Today’s young people are starting to think about their careers and goals at an earlier age.

However, companies continue to ignore that important factor and instead focus on the number of years an individual has spent in the industry. This approach leads to a lack of diversity, limiting innovation and growth in the workplace.

It’s time for companies to start valuing potential and competencies over experience. The most important skill in getting a level-up at work is learnability – the ability to improve one’s skills and qualifications. Companies must start assessing this skill during the hiring process to ensure that they are hiring the most suitable and talented candidates.

The hiring process should not be limited to a fast learner requirement in the job description. Instead, companies should test competencies using various methods, such as observations, test assessments, or situational case-studies. These methods will help identify the most competent and talented individuals, regardless of age.

At the end of the day, age is just a number. It’s time for companies to start believing in potential, values, and competencies when hiring young talent. By doing so, they can create a diverse and innovative workforce that will drive growth and success in the long run.

Article author: Mariam Abrahamyan