As Baby Boom Retires
From Phil Chen via Dirty Jimmy's blog.
1. The Boomers are retiring. And there's a lot of them.
2. To fill their jobs, companies will be forced to put young people in senior roles
3. This will lead to better placements than usual because it will force employers to set aside standard job requirements.
Phil claims that "in a lot of cases, some of the most talented people" don't come close to matching the requirements of the job description.
Inotherwords, standard hiring procedures filter out a lot of good people
To support his point, he gives three examples.
a) Steve Jobs. Hippie drop-out.
b) Ben Wallace. Basketball star. Undrafted, too small.
c) Andy Stanley. Mediocre student, big time preacher.
My questions;
1. Are these fair examples of employees or oddballs?
2. If experience is not used as a qualifier, how do you recognize ability?
Doers do early on. Look into their backgrounds, like you're so good at doing, Michael. What did they do as kids? A whole lotta' stories and a whole lotta' pertinent information can be gleaned from that. But just imagine the complications arising from the watchdogs when you ask a question like, "Tell me something you enjoyed doing as a child." I can't imagine the interpretations they'll attach to that extrapolation.
Qui custodiet ipsos custodes?
Maureen Sharib
Telephone Names Sourcer
Posted by: Maureen Sharib | May 05, 2006 at 10:14 AM
Just as standardized tests don't show all the possibilities of intelligence, creativity, and insightfullnes.
Standardized Job Requirements and Interviewing techniques don't always find the best candidate for the job.
Who's going to win? Small and Medium sized companies with forward thinking HR.
Who's going to lose? Big corp structures with slot A and tab B formulaic restrictions on recruiting.
Who's got the best potential? TPR and Sourcers who have the insight and ability to find and sell the potential of candidates who don't fit the corporate page.
Posted by: sponng | May 05, 2006 at 10:47 AM