Comments on: 18 Things Recruiters Can Do To Hire More Innovative People

By: Rachel Schneider

Rachel Schneider — Wed, 18 Oct 2006 07:41:00 +0000

Unfortunately Jon is correct. Many companies, large and small, want innovative – out of the box thinkers – yet when unleashed – they do everything to stifle or snuff them. I was once or twice brought into an organization as ‘new blood’ and brought a different perspective and questioning of ways, summarily my analysis was considered ‘negative’ and my creativity too disruptive and scary for the organization to adopt – hence the end of the relationship. In another organization, I was perfectly suited to the position and could feel the energy becoming a volcano – major growth and movement forward was starting to happen. The management did not like my style – style! That ended devastatingly. The company pretty much collapsed after I was gone.

I am doing what any other super innovative, creative, out-of-the box intelligent person does:

Start my own company.

Rachel Schneider

By: Jon Williamson

Jon Williamson — Mon, 16 Oct 2006 02:32:00 +0000

Wonderful article.

Remember, however, that many creative/innovative people tend to abrade other’s egos, step on toes, and generally don’t always mesh well with the corporate culture.

Too full of ideas and drive, they just don’t SEE the structure, in too many cases (or don’t care).

They need to be kept away from folks who view the process as more important than results, who are afraid of change, and, worst of all, from those who don’t LIKE subordinates who are ’smarter’ or more creative than they are………. After all, they might become a threat to that manager down the road.

Monday morning meanderings by a 3rd party recruiter, who has been doubly frustrated by this situation.

Sincerely,

Jon Williamson IT Manager, Webmaster, Candidate Recruiting

Williamson Employment Services, Inc.
213 Hilltop Rd.
St. Joseph, MI 49085

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By: Dan Hilbert

Dan Hilbert — Mon, 16 Oct 2006 01:39:00 +0000

My Monday Morning ritual: cup of green tea – or two, crank-up the PC and read Dr. Sullivan’s and Master’s articles. Controversial? At times and I’m so grateful. In your face? Often! Sometimes heavy doses of external spice are needed to survive life in corporate cubicle Alcatraz.

About three years ago I stumbled into a proverbial fountain of innovation, college interns. This generation of college students is the first to grow-up in the digital world with the Internet, wireless and animation approaching reality. The brightest of these kids are walking application building machines. They innately see digital solutions to complex problems that elude the rest of us.

Are they smarter than previous generations? Not at all! Do they posses next generation tools sets for the global digital world. Absolutely!

Here’s what I learned. Bring in a few of the best and brightest interns majoring in computer science, economics or marketing. Do not view them as apprentices. View than as elite consultants. Give them complex technical projects and just let em go. Come back in two months and get ready. You will witness staggering innovation in most cases.

Valero’s award winning predictive workforce modeling, workforce supply chain and human capital metrics did not happen without the innovation of college interns. We have won four awards for innovation. I give 75% of the credit to our college interns. They rock!

The future of innovation is here and now. It’s right over at your local university. And there’s a side benefit. Their energy, enthusiasm and unbridled possibilities are contagious. They make life in cubicle Alcatraz pretty exciting.

Dan