Most would agree that having all of the skills, academics, and experiences listed on the traditional description is not a guarantee of exceptional performance. The problem is that some of the most talented and diverse candidates who could do the work exceptionally well, are filtered out too soon if that have a different mix of comparable skills and experiences. Others filtered out include returning military veterans, great people who are underemployed, anyone re-entering the workforce, and all the high-performing talented people who do possess the exact list of skills and experiences, but aren’t interested in a lateral transfer. These points alone suggests that continued reliance on skills- and experience-infested job descriptions prevents companies from seeing the best people possible.Bottom line, Lou believes experience is overrated; that employers and recruiters should be looking for a record of consistent performance, instead. Tune into his webcast early tomorrow to hear real world examples of this and teasers into his world of performance profiling and 1-question interviewing. Dislaimer: I in no way represent Lou; just really dig his philosophy and strategies.
Wednesday, January 9, 2013
Lou Adler's case for trashing traditional job descriptions
at 6:28 PM