The fact that they did could be (in some cases), IMO.
I feel like what is being done here is to [ironically] force an equality of outcome on every metric _except_ the one that swings the argument.
The very nature of equality of _opportunity_ means to me that it doesn't matter at all that I took time off. Am I qualified? Do I have demonstrable expertise? References? Education? A unique perspective?
You may be generally curious about my year off but the idea that it somehow invalidates _any_ of my other qualifications feels silly and limits my opportunity based on external factors which don't impact my ability to do the job. It's just that you don't seem to fit the world view of others so it's suspect.
_This_ is the complaint: that a talented professional coming back to the work force loses out not because of ability but because of violating social norms.
A pilot with 5K hours of experience is more experienced (in the pilot job market) than one with 4K. I don't care that you could have had that extra 1K hours if you'd worked an extra year instead of doing something else. I only care whether you do or don't (as it pertains to this dimension of the evaluation).
There doesn't seem to be room in your opinion or examples for a pilot with 3k hours flying commercial vs someone with 5k hours flying as a hobby on the weekends. 3k is simply less that 5k, right? You don't care _how_ they spent those 5k hours...simply that they have them?
If you agree that this is a ridiculous over simplification in order to prove my point then we may be on the same page.
The very nature of your comments makes me envision a women on the other side of your hiring decision wondering why she couldn't get you to focus on the _quality_ of the work and stop fixating on the _quantity_ of time spent doing it. Because that is exactly what I'm trying to do now.
I didn’t go deep, because this isn’t an aviation forum, but sure the quality of hours matters. Retract, multi, instrument, PIC, dual given, high-performance, turbine, jet, 91, 135, 121, etc all matter. Smash-n-goes in a 172 aren’t the same as flying the line/signing for a transport jet.
Anything past the FAA ATP 1500 hour mark, the quality matters. Before that, quantity dominates for airline candidates.
This example, along with ones others have given, all reduce to the same thing: You are not interested in determining the skills of your candidate - you are interested in determining experience. Presumably with a dubious belief that your metric is a good proxy for those skills.
>I am curious about your experience and competency
Yet your example only addresses one of these.
Of course everyone tries to evaluate absolute competency (ceteris non paribus) in an interview. I’m not suggesting that anyone stop doing that. I am stating a belief that experience is positively correlated and perhaps a necessary precondition of competency. If that's the case, considering experience as a component of the overall evaluation is indicated.