"Organizational effectiveness does not lie in that narrow minded concept called rationality. It lies in the blend of clearheaded logic and powerful intuition."Henry Mintzberg
Researcher, McGill University
Researcher, McGill University
Outstanding? Do you know why?
Because it came from an academic researcher; a profession that usually only accepts what it can measure.
When you hire, do you consider the unmeasurable along with the measurable?
Educational degrees, employment history, etc., are important but what about creativity, intuition and other "soft", usually unprovable qualities?
Is it this combination of things that makes one successful or is it only about the ruler?
Because it came from an academic researcher; a profession that usually only accepts what it can measure.
When you hire, do you consider the unmeasurable along with the measurable?
Educational degrees, employment history, etc., are important but what about creativity, intuition and other "soft", usually unprovable qualities?
Is it this combination of things that makes one successful or is it only about the ruler?
I consider the unmeasurable but have not found a way to know who has the good stuff and who the bad. Anyone know how to do that, please enlighten me.
ReplyDeleteI would suggest references but all I ever hear is how good the person is. Why don't they ever turn out to be as good as the reference said they would be?
ReplyDeletethe 2 things that i stick to are:
ReplyDeleteget as many people to interview the candidate as possible. this doesn't mean arbitrarily selecting any 10 people from your company to ask a bunch of meaningless questions. select very strong employees who have a good grasp of what it takes to be successful in the position being filled. i'm reminded of a saying:
A players hire other A players
B players hire C players
C players have no business interviwing candidates
the second thing is to employ behavior-based interviewing. a fancy name for simply trying to get to the bottom of what the candidate has previously accomplished (in detail). this is based on the simple premise that the best predictor of future performance is past performance. to use a simple example, if a candidate has been fired from every one of her previous jobs, there's really not a compelling reason to believe that she's going to be a super star in your company.
questions should be heavy on the substance and light on the fluff. "if you were an animal, what type would you be" is cute but not terribly meaningful.