Comments on: Are You Hiring Deciders, or Drifters?

By: Are You a Career Management Decider or Drifter? « asuccessfulcareer

Are You a Career Management Decider or Drifter? « asuccessfulcareer — Thu, 26 Apr 2012 05:05:43 +0000

[...] advantage. That’s the case with an article I read recently by Nick Tasler, called “Are You Hiring Deciders, or Drifters?” Tasler’s article was published on ere.net and addressed to recruiters/HR [...]

By: Keith Halperin

Keith Halperin — Tue, 24 Apr 2012 19:33:40 +0000

@ Jim: “We agree”. Who is “we”?
Also, this presumes that the top performer requires the interaction of many other participants, that their performance is not due solely to their own efforts. If the best performers in an organization always needs the help of others, then this can explain the conclusion that many of the most successful business leaders are functional sociopaths who are able to very effectively manipulate others into doing their will (http://www.fastcompany.com/magazine/96/open_boss.html).

Cheers,

Keith

By: Jim Wong

Jim Wong — Tue, 24 Apr 2012 18:04:09 +0000

We agree that that top performers are confident ( not arrogant) – know they can overcome challenges, self aware – don’t blame others , have very good judgment and have the ability to deal with stress. However, equally as important to all of these characterstics is their ability to work with others. In other words, their ability to get others to do what they want to accomplish their goal. The best performers in an organization always needs the help of others ( their manager, peers, vendors, customers etc…) to succeed.

By: Outliers & Observations » Be a Top Performer: Decide, Don’t Drift

Outliers & Observations » Be a Top Performer: Decide, Don’t Drift — Tue, 24 Apr 2012 16:37:58 +0000

[...] recent article on ERE.net dubbed those with a high core self-evaluation “Deciders,” because their belief in their own [...]

By: Self-confidence correlates strongly with business success | Century Group

Self-confidence correlates strongly with business success | Century Group — Mon, 23 Apr 2012 23:54:10 +0000

[...] a recent Ere.net piece, Nick Tasler delves into the issue of decision-making as it relates to business [...]

By: Talent Re-Defined: Advice and How-To’s “Are You Hiring Deciders, or Drifters?” « abrownhrpro

Wed, 18 Apr 2012 21:42:24 +0000

[...] http://www.ere.net/2012/04/18/are-you-hiring-deciders-or-drifters/ [...]

By: Keith Halperin

Keith Halperin — Wed, 18 Apr 2012 17:21:57 +0000

Thanks Nick.
1) “If you’re business requires over-achieving superstars at every level to succeed and thrive, it’s either run very badly or your in the wrong business” Instead try the”Robust Recruiting” working to refine your processes (and line of business) so well that you don’t need only superstars to win.

2) The ability to decide may be necessary, but it’s not* sufficient- one needs to make the RIGHT decisions, at least enough of the time. George W. Bush was “the Decider”, but look at where his decisions got us….

3) Let’s get back to Matt and Jen. -the interviewees.
a) Your company is a highly achievement-oriented entrepreneurial enterprise. Jen has go to where she is through being “a hard-charging, self-starter who goes for the brass ring, and not just the low-hanging fruit” She’s done what needs to be done to meet and exceed expectations, even if that means cutting some corners at times… She’s obviously the right person for the job here…
b) Your company is a very traditional, centralized, and bureaucratic large company. Matt
has worked for these types of companies his entire career, and since they’ve been occasionally been highly-political snake pits, Mat quickly learned that the secret to his success was to avoid making the wrong decision, and finding out the decision (in a quiet, unobtrusive way) that his superiors would prefer. He had a strong sense of loyalty to whoever was on the winning side of a given argument struggle, and though not always successful (nobody ever is), he was able to progress quickly and smoothly through the ranks. Unless Matt was after YOUR job, he would be the right person for your company.

POINT: Not everything is as simple as it seems…

Cheers,

Keith

*http://en.wikipedia.org/wiki/Overconfidence_effect

Overconfidence Effect
From Wikipedia, the free encyclopedia
The overconfidence effect is a well-established bias in which someone’s subjective confidence in their judgments is reliably greater than their objective accuracy, especially when confidence is relatively high.[1] For example, in some quizzes, people rate their answers as “99% certain” but are wrong 40% of the time.

By: Scott Lobash

Scott Lobash — Wed, 18 Apr 2012 14:49:56 +0000

Great article. As many companies try to do more with less, hiring the right person for the job has never been more critical. These traits are a great measuring stick to make sure your new hires will be an asset to your team.

By: Rich Weiser

Rich Weiser — Wed, 18 Apr 2012 12:20:24 +0000

Good article