Stop Hiring for "Years of Experience" and Start Hiring for "Velocity"

Let me share something that's been bugging me for years.

I've been in the recruiting game for over 27 years now. I've seen thousands of resumes, sat through countless interviews, and watched hiring decisions play out in real-time. And here's what I've learned: the "years of experience" metric is fundamentally broken.

You've probably heard the saying before, but it bears repeating: Some people have 10 years of experience. Others have 1 year of experience repeated 10 times.

That's not a cute recruiter catchphrase. It's an uncomfortable truth that's costing companies real money, real time, and real talent. And if you're a hiring manager or business owner in healthcare or manufacturing, you need to hear this.

The Problem With "Years of Experience"

Here's what happens in most hiring processes. A job posting goes up requiring "5+ years of experience" or "10+ years in the field." Applications roll in. HR filters out anyone who doesn't hit that magic number.

And just like that, you've potentially eliminated your best candidates before a human even looks at their resume.

Think about it. What does "10 years of experience" actually tell you? It tells you someone has been employed in a similar role for a decade. That's it. It doesn't tell you:

• Whether they grew during that time

• If they adapted when their industry changed

• How they performed under pressure

• What problems they actually solved

• Whether they made their team better

I've interviewed candidates with 15 years on paper who couldn't handle a curveball question. I've also met folks with 3 years under their belt who demonstrated more insight, adaptability, and raw problem-solving ability than people twice their tenure.

The years don't lie, but they don't tell the whole truth either.

What Is "Velocity" and Why Should You Care?

Here's where we flip the script.

Instead of asking "How long have you done this?" start asking "How fast do you learn, adapt, and create impact?"

That's what I call hiring for velocity.

Velocity isn't about rushing or cutting corners. It's about measuring how quickly someone can:

• Get up to speed in a new environment

• Absorb new information and apply it effectively

• Adapt to change without losing their footing

• Solve problems they've never encountered before

• Make a meaningful contribution to their team

According to LinkedIn's 2023 Talent Insights report, 79% of hiring managers now say potential is the most important factor when hiring, even more than direct experience. That's a massive shift, and it reflects what many of us in recruiting have known for years: adaptability matters more than tenure.

High-velocity candidates bring something special to the table. They have rapid learning capability, fresh perspectives, and the resilience to handle setbacks. They're not just filling a seat, they're building momentum.

And here's the kicker: organizations that shifted to skills-based hiring approaches saw a 91.4% reduction in time-to-hire and an 89.8% reduction in cost-to-hire. Those numbers don't lie.

How to Spot a High-Velocity Candidate

Alright, let's get practical. If you're ready to start hiring for velocity instead of years, here's what to look for.

1. Look for Growth Trajectories, Not Just Titles

Don't just scan for job titles. Look at how candidates moved through their careers. Did they take on more responsibility? Did they get promoted? Did they pivot into new areas and succeed?

A candidate who went from entry-level to team lead in 3 years might be more impressive than someone who held the same mid-level position for 8 years.

2. Ask About Problems, Not Just Duties

Anyone can recite their job description. What you want to know is: What problems did you solve?

Ask candidates to walk you through a challenge they faced, how they approached it, and what the outcome was. High-velocity people light up when they talk about problem-solving. They have specific examples, clear reasoning, and measurable results.

3. Test for Adaptability

Throw a curveball during the interview. Present a hypothetical scenario they haven't encountered. See how they think on their feet.

High-velocity candidates don't freeze up when faced with the unfamiliar. They get curious. They ask clarifying questions. They work through the problem out loud.

4. Check for Learning Habits

Ask what they've learned recently. What skills are they developing? What books, courses, or certifications have they pursued on their own?

People who prioritize continuous learning tend to accelerate faster in new roles. They're not waiting for someone to hand them a training manual: they're already figuring it out.

5. Dig Into References Differently

Instead of the standard reference check, ask former managers or colleagues: "How quickly did this person get up to speed? How did they handle change or uncertainty?"

The answers will tell you more than any resume bullet point ever could.

When Experience Still Matters

Now, I'm not saying experience is worthless. That would be ridiculous.

There are absolutely situations where you need someone who's been there and done that. Critical deadlines, highly specialized technical skills, specific certifications, or recovering from a leadership gap: these are moments when proven expertise reduces risk and accelerates execution.

A 2024 Gallup study also found that employees who feel unsupported in skill development are 2.5 times more likely to leave within a year. So if you're hiring high-potential candidates, you need the infrastructure to support their growth. Otherwise, you're just setting everyone up for frustration.

The key is knowing when to prioritize velocity and when to prioritize experience. It's not either/or: it's about matching the right approach to the right situation.

How We Approach This at Great Bay Staffing

At Great Bay Staffing, we've built our entire process around this philosophy. We don't just look at the numbers on a page. We look at the person.

When we're working with healthcare and manufacturing clients, we're asking deeper questions. We're assessing candidates for their learning speed, their adaptability, their problem-solving instincts, and their potential to grow with your organization.

Because here's the truth: filling a position is easy. Finding someone who will thrive, contribute, and stick around? That takes a different kind of approach.

We've spent 27+ years refining our systematic approach to identifying the market's best talent. And that means looking beyond the obvious metrics to find people who will actually move the needle for your business.

The Bottom Line

The "years of experience" requirement made sense when industries moved slowly and job roles stayed static for decades. That's not the world we live in anymore.

Today's healthcare and manufacturing environments are evolving rapidly. New technologies, new regulations, new challenges: they're all coming faster than ever. You need people who can keep up.

So the next time you're writing a job description or reviewing a stack of resumes, ask yourself: Am I hiring for time served, or am I hiring for velocity?

The answer might just change who ends up on your team: and how far your organization can go.

Ready to find high-velocity talent for your team? Reach out to Great Bay Staffing and let's talk about what you're really looking for.