People tend to avoid costly errors rather than aim for finding the truth when making decisions. Applied to recruiting, employers might tend to avoid hiring someone based on their lack of credentials or previous experience, rather than aiming to find if the employee really wants to solve the problem the business is attacking.
I have known employees who exhibited both a disinterest in their company’s aim to solve a problem and a preference for developing their own skill. I have started to think broadly about the following alternative method to avoid ever hiring this sort of person.
The starting question was: how could you flip the current, common recruiting process to test for interest over credentials?
I have known employees who exhibited both a disinterest in their company’s aim to solve a problem and a preference for developing their own skill. I have started to think broadly about the following alternative method to avoid ever hiring this sort of person.
The starting question was: how could you flip the current, common recruiting process to test for interest over credentials?