The issue is that "tallent" is nebulous, and difficult for companies to both define and measure. How does a company determine one's capacity to adopt new techno

The issue is that "tallent" is nebulous, and difficult for companies to both define and measure. How does a company determine one's capacity to adopt new technologies? How do they adequately determine who is "smart" and who is not? The reason companies resort to hiring based off of experience is that experience is a reasonable if imperfect proxy for skill, and because someone who has worked with a technology for some given amount of time can be reasonably expected to have attained competency in it. Experience is quantifiable and the link to ability is solid, making it an efficient metric for use in hiring. Obviously, the best case scenario would be for companies to deduce who will have an affinity for certain technologies before they actually use them, but that's too complex and involves the type of decision-making to which HR departments are averse.