Just checked pants-selling tech jobs; none of them (in the bay area, where the majority of them are, at least) have a requirement under 3 years. The majority of them are senior roles. Was your HR person flying by the seat of their pants when they wrote the job descriptions? If not, then I must be unaware that recognizing many-to-many relationships is a skill picked up after years of employment.

And as for remote work?

Is this a disco-pants selling company? That's pretty sexy.

note: before my inbox overflows with resumes, you still need to have j2ee experience.

(As much as I'd prefer to hire bright people who can learn on-the-job (a category from which I emerged), our current delivery schedule means we don't have the bandwidth. The reasons behind this are beyond the scope of this comment :( )

But... that seems a bit of a wrong approach. If it takes you another 6 weeks to fill the role, that's 6 weeks someone could have been "learning on the job", no? And there's always a ramp up period - you're making an assumption that the person coming in without X years experience in tech Y will by definition not be able to learn fast enough on the job to be productive enough to hit target Z. But by not filling that role, you're definitely not hitting target Z. I do also get that there's time that's spent in onboarding any new hire, but that's possibly equivalent to spending more time hiring no?

I understand your main point, but I just think many companies hold fast to that position far too long, when the alternatives might be better than they think.

I agree. But I'm not high enough on the totem pole to change the model.

Yet.

Ah, the ole sets-out-to-demonstrate-that-there-is-truly-a-shortage, demonstrates-that-the-shortage-indeed-lies-in-the-number-of-entry-level-jobs.