Experience is simply the name we give our mistakes. - Oscar Wilde

Who doesn’t love their new developer being a star coder. Developers play a very crucial role in the product development cycle. One can not imagine the pain a company has to go through if its technical hiring goes wrong. There is a huge loss of finances in recruiting a bad and inefficient developer. And what is more important than losing a big pile of bucks? Employer’s precious time. Any hiring manager and employer try their best to take some time off their busy schedule and dedicate the same to interviews. If all their efforts go in vain then there would be an aura of disappointment around them and let me tell you it is not at all good for their productivity and eventually for the organisation.

Thus, it becomes utterly important to gauge the skills of the candidate in the most accurate way possible. Which is why companies have adopted very strict passing variables for candidates. Of course, advantages are there but employers can lose out on some good pool of candidates. One of those variables is work experience. The concept of having a strong correlation of work experience with skills has very much engraved into our brain. So much so that we have considered this very variable as must have for almost all the jobs in the market. If you think work experience is one of the major variables to measure the technical skills of the candidate then you might want to change your perception.

Learning Potential

Programming is a skill that calls for immense learning potential. Looking at no. of years in a resume doesn’t give you any clearer picture to the candidate’s learning potential. It is quite possible that someone with 10 years of experience has just worked on same stuff. With the advent of startup boost and increase in competition among software companies, it is a high time to tap the potential of learning new things instead of hung upon number of years of experience. Programmers need to learn new things every day to be in a competitive edge and employers need to consider this very variable on top of their scrutinizing parameter.

Mindset counts, not experience

Programming is all about the logical mindset. A brain with a logical layer around is always a better option to consider in the interview. Employers need to see how their candidate approaches the problem. It may be hard to digest for some employers but the fact is there is no correlation between years of experience and skill in programming. Which leads to this very point: Having requirement of X years of experience on platform Y in your job posting is, well, ignorant. As long as applicants have 6 months to a year of experience, consider it a moot point for comparison. Focus on other relevant things instead that'll make much more of a difference.

Creativity and innovation

There are something that one simply can not get with experience and these things are equally important in programming role, or in fact every job role for that matter. Creativity can not be learnt with the boastful number of experience. How well you craft your code and come up with an innovative approach to solve problem is the skill to look for. Number of experience wouldn’t give you even a slightest of idea on the same. Thus, considering number of experience in the resume seems illogical. Programming world is changing every day with a demand of new skills and a new way to solve problems. Having innovation and creativity in your developer’s work would be the best parameter you could look for.