What is a relevant experience: What Does Relevant Experience Mean? [With Examples]

What Does Relevant Experience Mean? [With Examples]

Here’s a scenario that might sound familiar. You’re in the midst of searching for a new job and you click on a job ad. Everything from the job description sounds great. You feel 100% capable that you can handle all the listed duties and responsibilities. The position would be the perfect stepping stone for your career. 

But—after scrolling to the bottom of the ad, you see “2-4 years of relevant experience required”. 

Relevant experience? What does that mean? Relevant to what? This particular position? The industry in general? If you don’t think you have it, should you even apply?

Don’t worry, it’s not as bad as it sounds. Read on to find out the answer to these questions and more.

This guide will show you:

• The meaning of relevant experience and how to know if your previous experience applies.
• Where in your past you can look for relevant experience.
• The best way to highlight relevant experience on your resume.
• How to show you have relevant experience even if this is your first job.

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What is Relevant Experience?

Relevant experience is past work experience that is relevant to the job you’re targeting in terms of the skills or knowledge required. Relevant experience is highly sought after by employers and often a requirement found on job postings, so it’s important to highlight on your resume and cover letter.

Relevant experience doesn’t mean you need to have held the exact same job title or worked in the same exact industry. As long as you can show that you developed skills that transfer to the new job, where or how you gained them is less important. 

Relevant experience can come from almost anywhere:

• Previous jobs
• Internships
• Volunteering work 
• Freelance work
• Academic projects
• Programming projects
• Extracurricular activities
• Tutoring

Basically, recruiters want to find the perfect applicant, the one who will perform a job the best. The idea is that the candidate with the most relevant experience will be the most successful in the given role.

Let’s give a relevant work experience example. Imagine you’re applying for a job as a customer service representative, a job title you’ve never held before. If you have previous experience working as a cashier in a grocery store, you likely developed verbal communication skills and problem solving skills that would transfer over directly. That means even if the job required years of experience, you would likely qualify.

Is relevant experience important for employers? Ab-so-lutely. According to one report, 65% of employers prefer candidates that have relevant experience. Experience is the yardstick you’ll be measured by, so it’s worth putting the time into learning how to write about work experience on a resume.

The important thing is to highlight your relevant experience and employability skills on your resume so the HR manager sees your relevant experience front and center. 

Let’s go through what relevant experience really means in a job search, and how to use it in your favor.

Read more: How to Write a Job Description for a Resume

How Would You Describe Relevant Work Experience?

Now that we know what relevant experience is and where it can come from, it’s time to put it on display. The question is how do you identify what kind of relevant experience the hiring manager is looking for, and how do you make your experience look relevant. Use these tips to highlight your relevant experience on a resume:

1. Make a list by studying the job description

Job descriptions are essentially a wish list written by HR, so they’re priceless in figuring out how to describe yourself and your experience. Go through each and every line, looking for the key skills, duties or qualifications described. This will become a list of skills and experience you want your resume to highlight. 

Pro Tip: Try to use the same keywords from the job descriptions to have the best chance of passing the employer’s ATS.

2. Look through your work history for overlap

Next, go through your list and try to find examples from your work history that required those key skills and responsibilities. The overlap between the list you made and your experience is your relevant experience. It’s alright if a task or duty wasn’t your main responsibility; the goal is to include as much relevant experience as you can (without exaggerating or embellishing). 

For example, let’s imagine you’re looking at an office manager job description that has the following key qualification: “Experience managing revenue spreadsheets, expense reports, office supplies and equipment”. You may have never been an office manager before, but if your resume shows you performed similar duties as an executive assistant, you can look like the perfect candidate.

3. Tailor your resume 

Finally, customize your resume to include all the relevant experience you’ve just identified. The key here is to show, not tell. If a job mentions customer service skills as a qualification, incorporate that into your resume without going the lazy route and only listing “customer service” in your resume skills section. 

Even jobs with relatively different responsibilities can have transferable skills. For example, let’s say a job description asks for experience with Salesforce. Even if you’ve never opened that program before, you could mention other sales and marketing CRM software you used. The core skill they are looking for is likely computer skills.

Pro Tip: Emphasize the skills and responsibilities that do overlap by focusing on accomplishments and achievements, rather than just mentioning job duties. 

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How Many Years of Relevant Experience Do You Have?

To find out how many years of relevant experience you have, ask yourself: “How is your previous experience relevant to this role?”. Add up all the years when you’ve been in a similar role, or used skills that are similar to the listed job duties and responsibilities. That will give you a rough estimate. Don’t embellish this number too much, or you’ll be faced with some awkward questions during the interview.

Remember that the list of “requirements” for applicants on job search websites is often the wish list of the hiring manager. Sometimes you’d have to be a unicorn to meet every single one of them, like the times when IT job openings require more years of experience with a programming language than the language has been out for. So keep things in perspective, apply for positions even if you don’t quite meet the requirements, and let HR decide whether you have enough relevant experience.

What If I Don’t Have Relevant Experience?

Even if you feel like you have no relevant experience, chances are you do. If you’re writing a fresh graduate resume and you haven’t had a job or internship yet, you can highlight school projects in your education section to mention the skills you have. Or if you’re writing a career changer resume, you likely developed many of the soft job skills necessary in your new career from your previous one.

Read more: How to Build a Resume When You Have No Work Experience

Key Takeaway

If you’re applying for a job, chances are you’re confident you can do it and there’s a reason why. You just have to prove your capabilities to HR by highlighting your relevant experience. Here’s how:

• Relevant experience is the single most important factor recruiters use to make hiring decisions.
• Unrelated jobs, internships, volunteering, and freelance projects can all be sources of relevant experience.
• Highlight your achievements and accomplishments, rather than just listing the duties and responsibilities of previous positions.
• Focus your resume work experience section around related experience. 
• Think outside the box to discover impactful numbers to include.
• Limit how far back you go if you’re a more experienced candidate.

Plus, a great cover letter that matches your resume will give you an advantage over other candidates. You can write it in our cover letter builder here. Here’s what it may look like:

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Thanks for reading! What else would you like to know about relevant experience? Let me know in the comments section below and I’ll be happy to help. Ciao!

What Does It Mean On A Resume? – Zippia

• What Is Relevant Experience?
• What Qualifies as Relevant Experience?
• How to Share Your Relevant Work Experience
• How Many Years of Relevant Experience Do You Have?
• What If I Don’t Have Relevant Experience?
• Hard Skills, Soft Skills, and Relevant Experience
• Sign Up For More Advice and Jobs

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Chances are, at some point in your job search you’ve come across a posting that mentions a required amount of “relevant experience. ”

What does this mean and why do employers seem to always want you to have 2-4 years of this experience in order to be considered for an entry-level job?

Before you use this requirement as a reason not to apply for a job that you’re otherwise perfect for, you should make sure that you really understand what they mean by “relevant experience.” You may just have more than you think you do.

Key Takeaways:

• Relevant experience is any professional experience related to the job you apply to and can include former jobs, volunteer experience, and internships.

• Highlight your skills and experience on your resume while providing relevant specifics.

• When listing years of relevant experience, consider how experience transfers between jobs.

• A portfolio of work can help show your skills if you do not have relevant experience.

• Relevant experience usually pertains to hard skills related to the job.

What Is Relevant Experience?

Relevant experience refers to your past work history, specifically jobs that are related to the job you’re applying for. It’s what employers are most concerned about when they read your resume and job application.

While some of your relevant experience may come from working in roles similar to the one you’re applying for, it doesn’t have to. It could also come from a totally unrelated job, a class, or some volunteer work you did.

If you worked at a soup kitchen for the summer, for example, you probably learned just as much about customer service, event planning, and inventory management as someone who worked in an office job for the same amount of time.

If you look at a job posting and think, “Yes, I could definitely do that,” there’s usually a reason for this. You just need to convince the hiring managers that you can as well.

Read on to find out how to do this effectively.

What Qualifies as Relevant Experience?

• Former jobs. This is probably the first thing that comes to mind when most people consider relevant experience. Paid employment is often the most valuable form of relevant experience.

• Contract work. Even if you weren’t an employee of a company, working as a contractor or freelancer certainly counts as relevant experience (as long as the contract work relates to the job you’re applying for). In fact, working with a wide range of clients may give you a broader range of relevant experience to draw upon.

• Internships. Regardless of whether you got paid or not, internships show that you’ve worked in a real-world setting. The skills you pick up during an internship are invaluable and will be worth more to a hiring manager or recruiter than your GPA. As you get later in your career, you can start dropping internships from your resume.

• Volunteer experience. Volunteering does more than show your compassion and ability to dedicate yourself to a larger cause free of charge. Depending on the volunteer position, it can also show that you have relevant background experience.

• Coursework/tutoring. By coursework we mean big projects, theses, and other impressive work that goes beyond the normal university experience. Things like this show a deep knowledge of the field and a precociousness in being able to apply that knowledge somehow.

  Tutoring also shows subject matter expertise, while also demonstrating that you have the patience and communication skills to transmit that information to students.

How to Share Your Relevant Work Experience

When hiring managers create a job posting, they put everything they would love to have from an employee on it, even though they know they probably won’t be able to have it all. This means that even if you don’t check every box, you can still apply for the job.

This is especially true if the only box you’re missing is the length of your experience.

If you know you would be a good fit for the position, you need to sell yourself to the hiring manager through your resume, cover letter, and interview. It’s even more important to put some extra effort into putting your best foot forward if you don’t have traditionally related job experience.

Here are some ways to go about doing this:

1. Comb through the job description. Start by going line by line through the required skills on the job posting and writing down which ones you have experience in and which ones you don’t. If you don’t have experience in a large number of them and don’t think that you could handle the position, that may be a sign that it’s time to move on to a different posting.

If you have experience in most of them, though, determine where you got it. Was it at your last job when you were covering for your coworker for a month? Or was it during that volunteer work you did last summer? Write this down so that you know what you’ll need to include on your resume.

2. Highlight relevant skills on your resume. The required skills on a job posting are what hiring managers really want to see in applicants’ resumes. This means that you should focus on including the skills and experiences that are listed on the posting.

   You can and should include your other major responsibilities and accomplishments from past jobs as well, but prioritize the ones they’re looking for by putting them first and keeping them when you need to cut out items to save space.

   This is especially important if some of your experience comes from jobs that are unrelated to the one you’re applying for, because the hiring manager probably doesn’t care what else you did there if it won’t help you with this new position.

   Make sure you provide as many specific numbers, statistics, and examples that highlight your accomplishments as possible. Hiring managers don’t really care about the day-to-day duties you performed; they want to know what impact you had on the company’s success, and the more context you can give them, the better.

3. Match the specifics on the job description. Tailor your resume so that it matches the wording on the job description so that hiring managers can easily find what they’re looking for. This will also help you get your resume through automatic screening programs that are designed to scan for keywords.

   Go through the list of desired qualifications and make sure that you hit every one that you can and that you used the same wording they did. Even if this means you list eight jobs with two bullet points apiece, if you can show that you meet all of the requirements on the job posting you’ll give yourself a much better chance of landing an interview.

   You may need to cut out irrelevant experience to make room for all of these.

4. Write a compelling cover letter. One of the best places to sell yourself is in your cover letter. You can paint a picture of how your past experience has prepared you for this new role more easily here than you sometimes can in a resume.

When you are preparing to write your cover letter, put together a list of anecdotes that demonstrate how you’ve learned and used the skills they’re looking for.

For example, if the position you’re applying for requires customer service skills, tell about the time that you calmed the fears of nervous parents when they dropped off their kids at the summer camp where you worked, or talk about how you handled requests from other departments in your last job.

Have more of these examples ready to go for your interview as well. Always include how you’re able to teach yourself these new skills too, because this shows that you can quickly grow in the areas where your experience may be lacking.

5. Ace your interview. Resumes and cover letters are great for getting yourself in the door, but discussing your relevant experience in real-time is the ultimate test.

   Hiring managers know that you have all the time in the world to prepare your application documents. But when you have to discuss your specific background and how it’s prepared you for the role at hand, recruiters will be able to tell the difference between someone who’s truly ready for the job and someone who needs to get some more years of relevant experience under their belt.

How Many Years of Relevant Experience Do You Have?

Often job descriptions list the number of years of experience that they want their applicants to have. When you’re calculating if you fit this number or not, make sure you don’t just focus on the amount of time you worked in a similar job.

That summer you spent waiting tables taught you organization, teamwork, and customer service just as much as a formal role in customer service would have. Your time writing for the university newspaper in college is experience in communications, and the internship you did in a slightly different role than the one you’re applying for still helped you understand the basics of what you’re going to be doing.

Don’t stretch the truth, as any dishonesty will quickly become apparent with a few interview questions, but don’t sell yourself short, either. If you’re just short of the minimum amount listed on the description, don’t let this keep you from applying, especially if you truly believe that you could do the job

Remember, the job description is a wish list, not a list of laws.

At the same time, it’s important to be reasonable. Know that if the listed range is 5-10 years and you barely have two, it might not be the best fit for you. Look instead for entry-level jobs that are looking for 3-5 years instead.

What If I Don’t Have Relevant Experience?

If you’re just entering the workforce or are changing your career path, it can be difficult to meet the requirements for relevant experience, but it isn’t impossible.

Consider the following scenarios:

• Changing careers. If you’re switching to a new career, think through what you’ve learned in your past jobs and how it will help you with this new one. You might have more relevant qualifications than a lot of the greener applicants the company is seeing, and the company may appreciate the fresh perspective that you bring to the table.

• Recent college graduate. If you are a recent college graduate, projects you completed in your classes can also count as relevant experience. Get creative in how you highlight these opportunities. Be careful not to lie, but you can play around with the wording on your resume to make sure you get your point across.

• Portfolio. If you’re able to share a portfolio of your past work, this can also help you sell yourself. Remember, your job is to convince the hiring manager that you are the best person for this position.

• Gain additional experience. If you still find yourself coming up short, it might be time to be intentional about getting yourself some more relevant experience. Take a class or two at your community college, or ask if you can shadow someone in a position similar to what you want to do and offer to help them out for free.

• Network. Find someone who has worked their way up the ladder in the industry you want to enter, and ask them what they would do in your shoes. You might be surprised by how many people are willing to help you if you demonstrate your willingness to push yourself and grow.

Hard Skills, Soft Skills, and Relevant Experience

When hiring managers express a desire for relevant experience, what they’re most concerned with is a candidate’s hard skills.

Hard skills are job or industry-specific skills that require training or learning, and they’re usually built upon in a somewhat linear fashion.

While some hard skills are relatively simple to learn, others may genuinely take thousands of hours of practice to become proficient in. Being able to honestly insert these rare and valuable hard skills in your resume’s skills section will do a lot to sell your relevant experience.

Soft skills, on the other hand, refer to your interpersonal abilities and intangible qualities that make you a good employee and teammate. Organization, communication, and problem-solving are all soft skills.

These types of skills are highly transferable. For jobs where soft skills are especially important for success (e.g., sales, customer service, etc.), putting down such skills can be just as valuable as highlighting prowess with industry-specific hard skills.

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Candidate’s relevant experience

Hiring new employees is never an easy process. HR managers can get hundreds of applications for the same position, and weeding out most of those applications can be intimidating and tedious. Basically, all recruiters want to find the perfect candidate who will do the best job. The idea is that the candidate with the most relevant experience will be the most successful in the position.

As a general rule, HR people make things a little easier for themselves by excluding certain candidates because of their lack of experience. Applicants with the most relevant work experience are more likely to be invited for an interview, and those with the least are more likely not to advance to the next round. Other factors considered in the first round of resume review usually include the applicant’s level of education and skills. With such a selection funnel, the main indicator is relevant experience.

Relevant experience is past work experience that is relevant to the current vacancy in terms of required skills or knowledge. Relevant experience is highly sought after by employers and is often a requirement in job postings.

Personality and interpersonal skills are not usually assessed until the interview stage, if they are taken into account at all. By then, the candidates whose personalities are best suited for the position may have already been weeded out. Although an interview is a great opportunity to evaluate a person, many employers also do not attach much importance to this factor. In the end, experience and special skills often win out. However, a candidate’s personality can be an important indicator of how well they are doing their job.

Here are some important reasons why personality should be given more attention in the hiring process:

• Skills can be learned

A candidate’s skills and knowledge are almost always considered more important than a potential employee’s personality. However, the fact of the matter is that skills can be learned, but people cannot change their personality. Once on the job, most people can learn the skills they need very quickly. According to LinkedIn, employees on average learn the ins and outs of a new job in about three months. However, personal qualities are quite rooted and cannot be changed, at least not very easily and quickly. Therefore, a candidate’s work ethic, honesty, willingness to learn, charisma, and compatibility with the rest of the team are often much more important.

When a banking product support company recruits for its support department, who do they prefer: an outgoing, positive thinker with a great personality who doesn’t have a lot of mattress experience, or a five-year support veteran who’s burnt out what silently curses the client asking for help?

• The right team can change everything

Few jobs are done completely alone. Even if your employees are fairly autonomous, they will still need to work together from time to time. Teamwork is often especially important for large and important projects. With that in mind, you should do your best to hire a group of people who work well together. It can be difficult to know if a candidate will get along with the rest of the department. However, personality is often a good first indicator.

• Choose positive people

In my experience, the number one personality trait to hire for is a positive attitude. If you want to hire employees, you don’t have to be overly cheerful, but should you complain or, for example, target experienced professionals who can’t point out anything positive about their previous work experience?

When is relevant experience really important?

When it comes to middle and senior positions. They are called that way for a reason – these are employees with significant experience and portfolio, you can be sure that they accurately coped with complex tasks and code well. If you are looking for an experienced employee, the direction also plays a role – in fintech, for example, it is more logical to invite candidates with successful cases in this area.

On the other hand, if you have the time and resources to train and train a promising junior, why not? But if the vacancy had to be closed at best “yesterday”, then you cannot do without relevant work experience.

The importance of relevant experience, however, does not mean that an employee must hold exactly the same position or work in the same industry. As long as a candidate can show that he has the skills to help in a new job, where and how he acquired them is not so important.

Here is a relevant example of work experience. Imagine that you are looking for employees for the first line of technical support, where all theoretical knowledge will be taught during a trial period. If the candidate has experience selling credit cards over the phone, they have probably developed verbal communication and problem-solving skills. And such candidates are no longer afraid of pipes. Would such a candidate be suitable? Most likely, yes, because this is an entry-level vacancy. At the same time, it is already difficult to seriously consider such a candidate even for the position of a second-line technical support employee – after all, it is assumed that these candidates already have a background in IT.

How to evaluate candidates at the interview and keep a balance between assessment of work experience and soft skills?

Consider the following six ways to successfully evaluate candidates in an interview:

• Consider their skills

Considering your candidates’ skills is an important first step in assessing an interview. It is important to consider their hard-skills as well as their social communication skills. If you are looking for an experienced employee, make sure that priority is given to candidates who have the technical skills required to perform the job. Don’t Neglect Communication Skills: Soft-skills are also an important factor in determining your candidates’ ability to perform their tasks, but can also influence how they work with other employees, clients, and management. And yes, soft-skills are also considered relevant experiences.

• Think about their experience

Then you can think about the experience of your candidates. To do this, evaluate how similar their previous positions were to the one they are applying for, what experience they have, and how much the responsibilities of their previous positions match your capabilities. It is also important to consider their accomplishments in previous roles and how those accomplishments demonstrate their potential to be successful in your organization. Perhaps your candidate has achieved significant success in a previous position, but decided to change the direction of work a little – there is a high probability that his results will soon become high in your company.

• Assess their education

Assessing your candidates’ education can give you useful information about their background. Some positions may require an advanced level of education. In other cases, education may not determine a candidate’s ability to succeed – if you have a junior tester who has collected good things after educational courses, take a closer look at him. Think about the specialized training required for your open position before comparing the education level of candidates.

It may also be useful to evaluate academic performance in the study of education: test scores, grades and GPA. Impressive academic achievement can be a testament to the initiative, work ethic, and competence of your candidates in their field.

• Compare salary expectations

Comparing salary expectations can help you determine if your organization’s budget matches the salary requirements of your candidates. Be sure to compare their salary requirements with the pre-set salary budget. In some cases, you may want to expand your salary budget to better match the salary expectations of your most suitable candidate. In other cases, you may be able to negotiate a lower salary in order to reach an agreement with the most suitable candidate. In any case, the higher the qualification of the candidate, the higher his salary expectations – if you want to save money, take a junior or a middle.

• Rate their responses

The answers to your interview questions can give you a great idea of ​​your candidate’s ability to succeed. It is important to take notes while listening to candidates’ responses so that you can refer to their responses when completed. By asking questions about hypothetical scenarios or specific past events, you can understand how your candidates might perform in a particular position within your organization. By reflecting on these answers and comparing them, you can get an idea of ​​the qualifications and value of your potential employees.

• Check their recommendations

Checking their recommendations can help you choose the best one. Be sure to refer to the references provided by your candidates for first-hand feedback on their past performances. If their references support the qualifications, skills, and experience listed in the application materials, your candidate is more likely to succeed in your organization. If there are inconsistencies between your candidate’s application materials and the testimony of their references, it is best to consider alternative candidates. In the end, why do you need a senior who wakes up a meet-up every day?

Relevant work experience: how to find the right people and who not to hire

Almost every company dreams of hiring candidates with relevant work experience. But do experienced professionals always bring the expected benefits to the business?

Understanding how to find those you need, when you need relevant work experience and what to do if the candidate does not have it.

What does “relevant work experience” mean?

The word “relevance” comes from the English “relevance” and is translated as “relevant”. Most often, this term is used to indicate the degree of compliance.

If we are talking about the relevant experience of an employee, then here we mean the correspondence of his personal qualities, professional skills and open position. This means that we can call relevant the experience that the candidate received in a similar position, performing the same duties.

When do you need relevant experience?

There are a number of vacancies in which it is difficult to do without work experience in the specialty. For example, the medical and construction fields, leadership positions, and all those positions where it is simply impossible to fulfill duties without the appropriate practical knowledge. A doctor who has not performed a single operation cannot be hired as a surgeon, and a manager who does not have experience in managing a team of 50 people simply does not know how this happens.

On the other hand, if your company has the time and resources to train and train a promising employee, why not? But if you need an employee “for yesterday”, then he cannot do without relevant work experience.

How to evaluate the relevant work experience of an applicant?

Let’s evaluate the candidate in several steps:

Step 1 . Review the candidate’s resume. How relevant is his work experience?

Step 2 . Determine whether the candidate generally meets the requirements of the vacancy.

Step 3. Assess the candidate’s skills using the STAR.

Step 4. Make sure the candidate’s experience is based on case studies. To do this, ask clarifying questions, ask who worked together with the candidate to solve a particular problem.

Step 5. Determine the performance in the relevant position. Did the candidate achieve all of the goals set? If he experienced difficulties, what?

Candidates without work experience: cases with solutions

Let’s talk about cases where candidates for various reasons may not be suitable for the “relevant work experience” item, but it is still important for you not to miss them.

1. You need a specialist to develop an innovative solution and he has not worked with similar products a priori.

What to do? Here it is important to assess the skills of a specialist in related fields and determine the presence of the qualities necessary for this job.

2. The candidate graduated from the university in the current year in the required specialty. He does not yet have the necessary work experience, but is motivated to learn and work in your company.

What to do? For such candidates, an internship program with a mandatory practical task at the end can be drawn up. Based on the results of this internship, it is already possible to draw conclusions about the real qualities and professional skills of the candidate.

3. The applicant worked in an adjacent specialty, but decided to move from one specialization to another. For example, from the position of a recruiter at IT recruiters .

What to do? If you need a specialist who can just go to work tomorrow and perform his functions, then in this case, without special skills, this candidate will not be able to do this. Provided that the applicant for the position has completed special courses, then you can increase his trial period so that he has time to prove himself in practice.

Who should not be hired, even if they have relevant experience?

Work experience that is not always needed in a resume means that you can breathe a sigh of relief and say: “How long I have been looking for you” following the example of the heroine of the film “Moscow Does Not Believe in Tears”. Take a closer look and think twice before hiring them if:

1. The specialist left the competitor’s company. There can be any reason for dismissal, but often accomplished specialists leave because of the differences in the company’s position and their opinions on work issues. This is what causes disagreement between the employee and management. Are you sure that such a specialist will not become a heavy burden for your organization?

2. Applicant worked under the old system for many years. Those who graduated from the university in 2015 studied in different programs compared to those who graduated in 2005. The situation is similar with courses and trainings. Changes in the labor market are happening at lightning speed. And nowadays it is no longer enough to have a specialized education and many years of relevant experience. To stay afloat professionally, you need to continuously learn and master new technologies.

3. The specialist has relevant work experience, but it costs the company too much . It happens that a specialist is suitable in all respects, but due to the narrow specialization of his activity, he asks for exorbitant wages. In this case, it is worth weighing the financial benefits for the company and the expense.