May 11, 2011 by Willy Cardoso
It was great to discuss, debate and learn about the diploma-tic situation I presented a post ago. My big thanks to everyone who took the time to comment.
I’d like to move on a bit in the discussion, mainly after Candy said:
“…someone who is clearly keen, autonomous and self-driven, should be welcomed with open arms to replace those who are apathetic and complacent – qualifications notwithstanding”
While I was digesting the whole load of views on the topic, I came across the video below.
Based on its huge success, Facebook clearly has an effective recruitment system, and one that is apparently loose from traditional hiring processes. In order to hire the right people, Zuckerberg mentions they mainly look for:
– Raw intelligence
– Ability to adapt and learn quickly
– Alignment with company’s goals – believing
He adds that the best people he hired didn’t have much experience – but were smart and willing.
One of the arguments of the old school, explicitly or not, is that without a formal declaration of ability it is hard to evaluate job applicants. In order words, employers need a guarantee that the person is ready for the job, this guarantee is believed to come in paper form, acquired via formal instruction and formal supervised practice. (okay, I know this is getting repetitive, but that’s not the point this time)
My questions then are:
How can we attest those traits mentioned by Candy, Zuckerberg and certainly many others? Both as employers and as employees (also: recruiters and candidates).
Is it possible or desirable that these soft-skills become equivalent in importance to the established notion of technical, sometimes mechanical, expertise?