Comments on: Hiring for Potential vs. Skill http://www.ere.net/2007/03/28/hiring-for-potential-vs-skill/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Sat, 21 Nov 2009 23:35:23 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Rachel Schneider http://www.ere.net/2007/03/28/hiring-for-potential-vs-skill/comment-page-1/#comment-2659 Rachel Schneider Wed, 28 Mar 2007 06:49:00 +0000 http://www.ere.net/2007/03/28/hiring-for-potential-vs-skill/#comment-2659 However, from my previous experience (although it was in smaller organizations)....the managers who are hiring for potential MUST make sure that the person hired is given a development plan, mentoring, and appropriate growth opportunity. On the other hand, hiring for technical expertise - a similar thing - make sure that person's needs are met and that they aren't used as a tool like a hammer on a nail! Managing both types of people is a challenge and requires the right kind of management capability to handle it. Rachel However, from my previous experience (although it was in smaller organizations)….the managers who are hiring for potential MUST make sure that the person hired is given a development plan, mentoring, and appropriate growth opportunity. On the other hand, hiring for technical expertise – a similar thing – make sure that person’s needs are met and that they aren’t used as a tool like a hammer on a nail! Managing both types of people is a challenge and requires the right kind of management capability to handle it.

Rachel

]]> By: Martin Snyder http://www.ere.net/2007/03/28/hiring-for-potential-vs-skill/comment-page-1/#comment-2657 Martin Snyder Wed, 28 Mar 2007 03:55:00 +0000 http://www.ere.net/2007/03/28/hiring-for-potential-vs-skill/#comment-2657 Great item Charles- its clearly important to think and plan in terms of a continuum. Do you think there may be practical ways to describe roles in terms of abstract symbol and culture content (like a CEO or Ad Exec) v. direct, measurable skills (like an Airline Pilot)- some sort of single number system or measure useful to staffing people who are to guide selection procedures for that job ? Great item Charles- its clearly important to think and plan in terms of a continuum.

Do you think there may be practical ways to describe roles in terms of abstract symbol and culture content (like a CEO or Ad Exec) v. direct, measurable skills (like an Airline Pilot)- some sort of single number system or measure useful to staffing people who are to guide selection procedures for that job ?

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