Does a recruiter have to specialize?

Mediocre Singer impressed Simon Cowell.

Paul Potts (the Englishman not the Cambodian) has become a success because of his appeal to people who don't normally listen to classical music. His singing, apparently, isn't anything special; anyone with the same level of training could do the same.

But his acclaim comes from people like Simon Cowell who aren't familiar with opera and don't know what they are judging.

If people haven't listened to much classical music, anything sounds good because they don't have any point of comparison. But someone who does listen regularly will be able to tell the performers apart and grade them.

Isn't the same true in recruiting? If you don't know anything about mechanical design how can you tell a good mechanical designer from a rotten one? You can't analyze a drawing and you don't know what questions to ask to give you some point of measurement by which you can compare them.

Comments

[T J Winton]

"His singing, apparently, isn't anything special; anyone with the same level of training could do the same."

"...apparently..."

Ummm, have you ever heard Paul Potts sing? From your comment, it seems that you have not.

In recruiting a mechanical designer, understanding the level of technical competence of an applicant is of paramount importance. Art is a completely different kettle of fish. The purpose of art is to evoke an emotional response from an audience. Technical competency is a secondary support to that main purpose.

Paul Potts singing evokes a profound emotional response in many people, often causing even grown men to cry. Anyone with the same level of training could NOT do the same.

Mr. Potts acclaim comes from people of all walks of life, including individuals expert in Classical Music and Opera.

Go to Youtube and actually listen to Paul Potts sing. Then make an analogy.