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I don't get the culture comment or how you know your ideas about intelligence aren't just as vanilla as anyone else's. I guess it depends on the job role, but I don't recall ever seeing "culture" listed in the required skills area.
And it takes years to get rid of them, if you can find a manager with enough balls to even deal with it.
I don't get the culture comment or how you know your ideas about intelligence aren't just as vanilla as anyone else's. I guess it depends on the job role, but I don't recall ever seeing "culture" listed in the required skills area.
This. I hate the job interview system, it's an unreliable way to evaluate someone. Some people have a ty work ethic, aren't smart and can't manage themselves, but are naturally gifted interviewers who can kill it interviewing for jobs they're not qualified for.
Yeah looking for culture/diversity is what leads to hiring mistakes. People are so focused on someone being a good "culture carrier" and coming from a "diverse background" they don't bother to check whether or not that person is capable of doing the ing job.
Often times the people who have the best resumes actually aren't the best candidates. More often than not they have just fluffed the out of their resume.
Best way to figure out if someone can actually do the job or not is see if they can speak to their resume. Ask them what exactly they did at a certain company. What did their day to day look like. If they start saying well we did this and we did that. No no no. I wont to know what you did. Alot of people have these great resumes, but if you can paint them in a corner you figure out they actually don't have the experience they pretend to.
Then people not listing experience relevant to the job.
Anybody remember the job interview scene from "Kramer Vs. Kramer?" Hoffman bullies his way into an instant job offer two days before Christmas. As the office Christmas party rages outside the interview room Hoffman first demands that the underling fetch the decision maker. This is done reluctantly. Drink in hand the boss enters: "You have two minutes." Hoffman makes his pitch. "We'll let you know after the holidays."
"No, it's a one time offer. Once I leave it's null."
"Give us a minute."
He sits outside the door and watches---the Xmas party is in his face.
---
A year later I pulled this stunt in Omaha, Nebraska on a job interview with a father & son company, though not at Xmas. "Dale, we'll think about it and make a decision next week.
"No, I need a decision now, not next week, now." They blanched in unison. "Can you give us minute, Mr. Robinson?"
I sat in the chair to the right of the office. They hit the phone immediately (I could hear it) and called my ex-employer who I had the forethought to brief and arrange a sterling reference.
They opened the door, I entered to handshakes, just like in the movie.
Starts about a minute in:::
You don't get the culture comment? One, especially for the "new age" workforce, things like culture matter. You want to attract the best? Make working at your company different and more enjoyable. What I meant by the culture comment is people who have no defined culture and have the "I'm paying you, just do your damn job" mentality (IMO) are missing the boat. Doesn't mean you can't have a successful company. Far from it. Even restaurants with mediocre service, food & management can stay open forever just due to good marketing/location (think Chili's).
But if you focus on building a good culture (whatever it is), and look for people that not only have the skillset for the role, but fit in and want to be a part of that culture, I feel that is how you avoid the frustrations in the OP. If your culture is one of all work, no play, even someone who is smart and can do "the job", won't make you happy if they care about things like I discuss. The culture comment was about maximizing the candidate and fit along with attracting better people.
I never said "my" version of intelligence is better than anyone else's. What I meant by that comment, was people (especially for entry level jobs) focusing only on what people have done, vs their ap udes (which there are tests to help determine that as well) are missing the boat (again IMO). Anyone who's gone to college (and I have gone through many years of college all the way through Masters) knows getting a degree doesn't always take intelligence. Unless you have a very technical degree, most of school just proves that the person has enough common sense and drive to show up and get the degree. GPA is a great way to break a coin-toss, but just going by that, especially for non-technical undergraduate degrees probably leaves you more frustrated than anything.
I'd rather use the degree/GPA as a starting point, but find out how intelligent they are by what they do, their ap udes and future upside.
Obviously this is not blanket. Cooking fries and doing labor isn't the same.
Then the person hiring is not doing their job if they are completely neglecting either side.
Also, and I'm not knocking you, I'm not surprised at this type of comment. Very few companies place a lot of emphasis on culture. Most people, especially small business owners, focus on "do the damn job". Obviously the most important thing is someone having the ability to do the job.
However, I would take someone with no degree/experience that has a lot of ap ude vs the grumpy, do barely enough person who can probably do the job but will do no better than needed and end up being a major source of frustration because they are trading time for money.
at people using their high school email addresses for contact info on a professional do ent
how about clowns u went to uni with who did jack , let alone drop out and all of sudden bull talk their way into a job without any relevant work experience or qualification...now that pisses me off
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