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When evaluating potential candidates, many organizations rely heavily on resumes filled with experience to determine if someone is a good fit. The assumption is that a strong track record indicates genuine interest and motivation for the role. However, this approach can be misleading when it comes to understanding true interest in a position or organization, especially as it relates to employee retention and churn.

Experience and Interest: What's the Difference?

Experience refers to the skills, roles, and accomplishments someone has accumulated over time. It’s tangible, easy to verify, and often used as a proxy for capability. Interest, on the other hand, is about the intrinsic motivation and enthusiasm a candidate feels towards a particular role, industry, or organization. It's often reflected in passion, curiosity, and a genuine desire to grow within that field.

Are We Reading the Right Signs?

Relying solely on experience to gauge interest might cause us to overlook candidates who are highly motivated but have less formal experience or unconventional backgrounds. Conversely, candidates with extensive experience may lack true enthusiasm or engagement, leading to higher churn once their initial motivation wanes.

Rethinking Our Approach

Instead of equating experience with interest, organizations should explore ways to assess motivation more directly—through behavioral interview questions, discussions about long-term goals, or analyzing how a candidate’s values align with the company culture. Doing so helps identify those truly interested in the role and committed to growth, which can ultimately reduce employee churn and foster longer-term engagement.

Embracing Innovation: Moving Towards Skills-Based Evaluation

Innovative organizations are also re-evaluating the traditional resume model by leveraging technology to gain a more comprehensive view of a candidate’s potential. New technologies like Learning and Employment Records (LERs) offer a broader and more skills-focused picture, capturing not just formal experience but also informal learning, micro-credentials, and real-world skills that can translate across industries. 

These records allow employers to see how skills—such as problem-solving, adaptability, or digital literacy—can connect regardless of industry or previous job titles. This shift towards a skills-based approach helps candidates showcase their actual capabilities, making hiring more inclusive and aligned with future workforce needs.