We’re interviewing candidates for jobs that don’t fully exist yet using criteria designed for jobs that may no longer exist.
Recently, I was asked to review a set of interview guides, and something caught my attention. The skills being described and the criteria being used to evaluate candidates didn’t seem aligned.
The role required adaptability, problem-solving, learning agility, and the ability to work with emerging technologies. Yet many of the interview questions focused heavily on years of experience, credentials, and educational qualifications in fields where degree programs are only now beginning to emerge.
It made me stop and think. What happens when we’re hiring for yesterday’s experience in tomorrow’s jobs?
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Don’t get me wrong, experience matters. Experience provides context, perspective, and lessons learned from both success and failure. But during periods of rapid technological change, experience has a shorter shelf life than it once did.
AI is reshaping work across industries with entire workflows being redesigned and new processes to follow. Let’s be honest, we are all learning our way through this moment.
We need to shift our focus from measuring experience to identifying something even more valuable: The willingness and ability to learn.
Over the years, I’ve seen people with impressive resumes struggle when faced with unfamiliar situations. I’ve also seen people with far less traditional experience thrive because they were curious, adaptable, and eager to figure things out. When I look for new teammates, I look for people who consistently demonstrate:
Curiosity when facing uncertainty
A willingness to experiment
The ability to learn new systems quickly
Creativity when solving unfamiliar problems
Adaptability when priorities shift
A growth mindset toward feedback and development
These are the capabilities that help people succeed when the environment changes faster than job descriptions can keep up. If you’re involved in hiring or talent development, ask yourself how do you evaluate learning agility and curiosity?
How is your organization balancing experience with learning agility? Have you seen curiosity, adaptability, or continuous learning become stronger predictors of success than traditional credentials? Share your experiences in the comments so we can learn from one another.
And if your organization is rethinking hiring, capability frameworks, leadership pipelines, workforce transformation, or learning strategy, let’s connect. Helping leaders identify and develop the capabilities needed for the future of work is work I’m deeply passionate about.
Because in a world changing this quickly, experience is valuable. But the ability to be curious and learn may be the most valuable capability of all.
Bill Ryan
Bridging Distance, Building Excellence – As founder and CEO of Ryan Consulting, I transform how organizations thrive in remote and virtual environments.
For over 25 years, I’ve been fascinated by one question: How do we create extraordinary connection and performance when teams aren’t in the same room? This question has guided my career helping organizations harness the full potential of their distributed workforce.
My approach is refreshingly practical. I align what I call the 3P’s—Purpose, People, and Process—creating frameworks where remote teams don’t just function, they flourish. In today’s landscape of rapid change, this alignment isn’t just helpful—it’s your competitive edge.
Working together, we’ll craft solutions precisely calibrated to your organization’s unique challenges. Whether through customized workshops on performance support, process refinement, mobile solutions, or organizational effectiveness, I bring proven strategies that deliver measurable results.
My greatest satisfaction comes from watching leaders, teams, and individuals discover they can collaborate more effectively across distance than they ever thought possible. In a world of constant change, that’s not just good business—it’s transformational.
Ready to reimagine what your remote workforce can achieve? Let’s connect.