Pluralsight have a whitepaper "KEEPING UP TO SPEED: How a new learning mindset is transforming today’s workplace" about issues like this. They present an case for a 70:20:10 framework, where improving workplace performance happens through three kinds of activity: 70% is experiential learning 20% is social learning 10% is formal learning The paper is an interesting read and makes some valid points about learning in the workplace. Regarding what employers are looking for, I guess the tables have turned and its an employers market now, they can afford to be picky if they want to be. When hiring, I prefer a candidate who can design than simply knows a tool. By the way, I have experienced the same outcomes as yourself on some interesting jobs that I thought I could enjoy and make a difference in. Demonstrated experience is no longer enough if you don't have the time on the tools being asked for. I also take issue with workplaces that don't ask technical questions, basing determinations solely on how well a person answers behavioural and situational questions only. I guess the assumption is the resume is all truth. I have witnessed a decline in competency with these changes, but we are in a world of short term contracts and learning, as with loyalty, are things of the past on the job front...
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