Point three about hiring on potential is one that resonates well with me, regardless of the market. The need for the hiring business to look beyond matching a specific skill set and expand this to include the current and future potential of the applicant is essential if we are to ever evolve our hiring from the industrial age. Hiring for potential is a great strategy for talent attraction and retention.

Six Figures, http://www.sixfigures.com.au/advertisers/resources is a job site that encourages hiring businesses, to where possible, hire on potential. We offer our advertisers articles, tools and support to make this transition and deliver them a broader talent pool.

You list some very good reasons why shortcuts shouldn’t be allowed in hiring. You know in crosscountry when you cut through the grass to get to the front (top) the fastest. Well, sometimes there are pitholes and danger lurking around every corner. We know these spots in the instant that we see them—uncharted territory– but not before. Congratulations on touching on anti-war sentiment and the strains of yesteryear. When the new guy comes in, it’s so telling to see him foster the mechanics and leverage of someone as important in his or her position. Like leading a duck to water–you don’t have to make him drink, he just does. I think this is telling in management when all you ducks are in a row and then you look for a comparable replacement. It might not be a duck but it should like water. Like my coworker comments “the crunch has affected my beer and soda entitlements, I mean I thought we had to EARN a living here.” Most of wallstreet is banked getting ready to go bust.