Posted by
whoyg2967 on Thursday, November 12, 2009 9:15:33 PM
Some HR people are not very intelligent but most do not care if their
company hires the best in a reasonable time. HR procedures do not do a
good job in matching the
sterling silver jewelry offeror with the company. Curr
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This
got me wondering: Have employers thought through the ramifications of
seeking perfection, even in a job market where they feel they can
afford to be choosy?
Hiring job candidates who are not 100%
perfectly qualified for a position can actually make better sense long
term. For starters, the employer can get someone more grateful for the
challenge and opportunity for growth, and thus more inclined to be
loyal to
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the job, and that person is likely to cost less than a perfect
candidate, too. Furthermore in my own experience hiring people I found
that it was generally preferable to choose an imperfectly qualified
candidate with a good attitude and a willingness to learn, rather than
one with sterling credentials and a lousy attitude. Over the long term,
I was never disappointed by having chosen the former over the latter.
Employers
should also think about this: If you find that perfect candidate who
meets every one of your criteria, aren't you at risk that he or she
will be bored from day one by a job that he or she has already
mastered? That person could be taking your job offer just to bide their
time short-term until a more challenging position with greater
opportunity for growth comes around. Moreover, perfectly qualified
candidates aren't always the ones best suited for the job. Experts
built the
freshwater pearl ring Titanic. Amateurs built the Ark.
Finally,
employers, I urge you to keep in mind what a Canadian politician named
Stanley J. Randall once said: "The closest to perfection a person ever
comes is when he fills out a job application form." So consider taking
a chance on those less than perfect job candidates. Otherwise, just
like that church committee, you could be overlooking a real superstar.