When hiring people, the first thing I look for is their attitude and their communication ability. I then start looking for special skills such as technical ability. I can teach technical skills…but in most cases, I can’t teach personality.

I like Kowalski’s approach. To me the key elements are: the ability to think and just as important the ability to interact and communicate with others. As much as we like we can not do it all ourselves so I want some one who can work with others. The “research” types leave a lot to be desired in that area.

Mike

FYI – I have written a post with my 8 random items…look for it tomorrow.

This is an excellent presentation of an important topic – very nicely done! Unfortunately, as Steve says, it can often seem to be a futile effort. But, let’s keep going!

Also, congratulations on your doctoral studies! It seems like you’ve found a terrific program.

One more thing: you’ve been tagged!

Thanks for the comment.

I agree 100% with you on this matter…as you can probably tell from my blog, I am a huge fan of using technology to reach strategic objectives. However, there are “right” places for technology and “wrong” places for technology and the act of screening, recruiting and hiring is the wrong place for technology.

These areas require a hands-on approach. Technology can help, but don’t let technology do the work.

Thanks for the mention and the affirmation.

Sometimes I feel like a salmon swimming upstream. Yet the more I watch the cost of “bad” hires take its toll, the more I am convinced that more sensible “up front” time with candidates is needed.

I’m not a Luddite by any stretch of the imagination. But sometimes it’s just not a good idea to send a microchip to do a person’s job.

Keep writing…