241
Appropriate Technology
I want to put out there the idea that one size does not fit all when it comes to implementing your recruitment and hiring technologies. By which I mean, in my best curmudgeonly voice, is that you shouldn't be using the soul-crushing mass-production methods you use for specific line jobs to hire a broadly qualified innovator for a leadership role. There, I said it. Now get off my lawn. <grumble, grumble>
ROSALIE DAYPolicy (MPP) + upskilled data & communications
252
03/22/20 at 3:05PM UTC
Clearly, companies cannot find the optimal person for a job that requires innovation by screening out all candidates that don't fit a specific profile. It's kind of logical fallacy because most great innovators don't "fit" within the norm; they are the exception.
Perhaps, companies just don't want innovators. They just say that because the concept has broad appeal.
And leadership is often confused with management...
Leslie WassonStrategy, Insight & Operations
241
03/22/20 at 2:43PM UTC
Today's "job market chuckle" was an email from someone whose tagline labeled them a "Talent Sourer".
Typo, or Freudian slip?
Jillian PostBuilding better communication strategies
1.3k
03/21/20 at 1:43PM UTC
Oh don’t even get me started. :)
