Monday, September 1, 2014

The Uncomfortable Truth About Jobs Posted Online


As you read this, if you are looking for a job you will no doubt get depressed, however, that is not the intent but, instead, to jar you out of your walking coma. More about that later -- if you are someone who does not look very often or regularly at the job portals and postings, you won’t notice; but if you do, it is increasingly frustrating. There are jobs, but fewer and fewer are the good jobs that people want. You can get a job, anytime you want.
You likely don’t know this, but I have known for years large companies post jobs they have no intention of filling through outside sources. I’ve been told this directly and recently in conversation, by a member of human resources responsible for recruiting at a well-known pharmaceutical company. There was a very good position posted and I knew an ideal candidate who was interested, whom I told I would attempt to help, so I called. I was told that, indeed, the position was posted and again recently re-posted, but they were going to do an internal selection and transfer. I know what you’re thinking; so why post the job in the first place? And it’s not the first time I have seen this – routinely, even if a manager has an internal referral, often they have a policy jobs will first be posted for the public. However, they have no intention of actually considering someone from outside. They’ll always first look within for internal referrals or dig into their own databases for those who are already on file.
Or, what about companies that post jobs, not because they need anyone, but because they want to build their database for future reference. This happens as well.
Or, you see the same jobs over and over again every week, which, according to my experienced eyes suggests there’s a bait and switch going on or worse, the jobs suck so badly no one stays more than a few weeks or months.
Or, the fact that there are jobs out there that are not even being listed – I’ve written about this particular topic in the past. Yep, there are open positions that you are not even aware of, but dutifully and obediently watching online portals won’t get you any closer to them. So what if you take the time to investigate more portals or aggregate sites – it is not likely you will find more jobs, just the same jobs posted elsewhere and any resumes sent are going to the same place.
My point is the same as it has been; everyone has accepted a norm that is increasingly ineffective; an ever more automated and faceless system that is already not efficient, but it does relieve HR and admin from having to deal with those pesky applicants. You see, they are too busy sifting through emailed resumes to deal with a real person – until they are called. Who do you think the system is meant to benefit, you or them? Yeah, I know you don’t like hearing this but it is true – not every time mind you, but increasingly and more often than you think or they are willing to acknowledge.
My advice is and has been, to go back to the basics. I urge people to get off their butts and step away from the computer. Indeed, use it for research; you’re lucky, folks used to have to go to the library to research companies. Then pick up the phone, call someone other than human resources in the company structure and then put on some decent clothes and try to meet them. Yes, it is more difficult and if you can’t find it in yourself to do so, no problem, sit back down and delude yourself into thinking point and click will get you the job of your dreams. Or, go ahead and mortgage your future with a very expensive scholastic degree and it’ll work itself out because you’re special and never mind everyone else with a degree, who is also convinced they are special. Sorry, but it ain’t enough, and it never was.
But bear in mind you need to prepare yourself also, yeah you, the person in the mirror, before you go out knocking on doors. If all you’ve been doing is sending virtual resumes you’re out of shape mentally and your resilience to rejection is probably pretty flimsy after years of indulging in the empty calorie Twinky represented by mostly fruitless internet efforts. And no, I am not spoon feeding you, I wrote a handbook with tons of advice – if or when you decide to get serious you can even point-and-click from your comfortable chair to get it, too.
Frankly, I recognize my blog only appeals to a minority of people who actually want to do more and explore different options, but it is becoming clear people prefer to be told that everything’s okay and be patted on the head and told it is because they are trying. But I know I am talking to the wall and those who agree with me, well, I am just preaching to the choir. They prefer warm hugs with worthless advice, which only reinforces empty effort. Don’t stop looking online, you might luck out, but it should be only a portion of your efforts to help yourself.
You can be talented; you can be qualified and have a terrific resume. You can be a great interviewer but, even if you are all these things, what does it matter if you are sending your resume into a virtual black hole. What happens when you finally recognize the vast majority of resumes submitted online are never seen by human eyes. You need to resolve to stop pretending you are actually doing anything – if all you are doing is relying on predominantly faceless online efforts. If my honesty is a little harsh I contend everyone asks for and wants the truth – until they get it. Fewer people are willing to do more – even if they would benefit as a result. Sorry to sound a little harsh but I grow tired of people complaining meanwhile, they’re unwilling to take real measures which might result in (gasp) rejection. I guess faceless online rejection or inaction is easier.  

Monday, August 25, 2014

When It Is Decision Time


When you receive a job offer don’t celebrate, not yet, it is premature. I know it is the goal, the brass ring and the prize, but actually there are a few steps yet in the process, shortened somewhat, if you don’t have a current job to resign from first. But let’s not get side-tracked because even at this late stage you must remain focused, even more so. This is the critical part and, even here, it can get screwed up if you are not concentrating on the task at hand and that is – what is your decision?
There is an old saying among sales persons that suggests, “Time kills all deals.” There is a cycle, an ebb and flow if you will, or a level of interest that progressively builds and gains momentum during the interview process. It is at that peak period of mutual interest when the deal is struck, and good faith between parties should be at its zenith. It is at this point in time you want to strike the deal; good marketers and sales people develop these instincts – they know what you should also learn to do on your own behalf, for yourself.
This logic absolutely applies directly to the interview process, and it is most notably that critical moment in time when a job offer is presented. It’s at this moment when the mood is right, when both sides are most interested and working towards the same goal for a mutually favorable and climactic conclusion – everyone’s happy, right? Well yes, for the moment.
So imagine, if you will, more often than I can count I have witnessed all of that mutual interest and enthusiasm wither away because the potential new employee and recipient of the job offer said they wanted to think about it. In and of itself that is fine and nobody should be pressured to accept a job they don’t want or of which they aren’t sure. But how much time is appropriate to consider your answer when it is decision time? Before I answer, consider that by the end of the interview process, all remaining questions about the job should by now be answered to the satisfaction of both the applicant and hiring manager. If they haven’t been addressed then the presentation of the offer is premature – think back, what did they say throughout the interview process? “Do you have any questions?” I am referring to job role and responsibility questions, not the admin stuff that comes at the end.
So when they provide an offer and you tell them you need to think about it, okay, for how long? Unless there is an extenuating circumstance my answer to the question is twenty four, to forty eight hours or the following Monday, if you received the offer on a Thursday afternoon or Friday. That’s it, what’s your decision? Furthermore, I advise client companies I represent that if they don’t get an answer in a reasonable span of time (which I just described) they should consider withdrawing the offer – yep, that makes me a cold -hearted meanie, doesn’t it? But here is the question I asked people who suddenly wanted to put the process into neutral, “What will you know in two weeks that you won’t know tomorrow or the day after?” They usually don’t have a legitimate answer and reply with something like, “Well, I just want to think about it.” No problem, you’ve got a day or two to discuss it with your wife and family, or, if you want to run through everything in your mind one more time, sleep on it -- whatever. But then, make a decision.
You see, my background is in sales and I know that in sales situations a yes means yes, no means no and maybe means no, today. You need to consider what is going through their minds, after you have demonstrated you are an enthusiastic and interested candidate. You’ve proven yourself to be the best choice and then you tell them you want time to think about it and propose some ridiculous time frame? I have had people tell me they wanted a month to consider a job offer. This tells me and telegraphs to the hiring manger one or more of the following:
  • You’re awaiting another or a better offer to compare (they don’t like the idea of being a bridesmaid)
  • You’re not serious (they don’t like when people play games with them)
  • You are indecisive (they don’t like people they cannot depend upon)
  • Reality has hit you and you have cold feet (again, they don’t like people they cannot depend upon)
It doesn’t matter which or how many of these points apply to you, or even if they apply; the perception by itself can cloud the overall feeling about you, which was previously glowing and positive. When you do get around to saying yes, you will have squandered a measure of good will – no doubt about it, it’s just a matter of how much because inevitably, ardor cools. And, I don’t want to be a jerk but what you think doesn’t matter, they will begin to lose interest in you. But go ahead and play that game, after all, there are so many other good jobs out there you can afford to dictate terms to employers, right?
I regularly give employers heat about their inability to make decisions and leaving applicants hanging and wondering what’s going on. The excuses don’t matter, trying to legitimize indecisiveness will not better help to attract the best and brightest who might have other options…well guess what, the same goes for you. If you get in the (interview) game and portray yourself as being their best choice -- as a solid, dependable and decisive choice – then, do more than talk about it, do it, or move out of the way or you’ll possibly be run over by someone else who is more serious, while you stand around trying to make a decision.

Monday, August 18, 2014

When Self-Promotion Crosses the Line


Most things in life are not self-destructive or detrimental if applied or acted upon in moderation; of course, too much of anything can be bad for you – this is well-known, common sense. Last week I sought to illustrate the need for projecting self-confidence whilst describing the difference between that and arrogance or hubris.
I received an email from a reader who is concerned and seeks to avoid being seen as bragging so I think the subject bears additional explanation and clarification. Readers of my blog live and work in different parts of the world and from different cultures, so no one single formula works for everyone – nor should it. I try to champion the cause of the individual in opposition to the soulless, generic collective, which seeks to reduce and categorize people into boring, ineffectual and un-dynamic sameness. Although I have been Europeanized and internationalized, having lived abroad for over 13 years, I am, after all, American born and raised and, like many Americans, I am consciously aware of family roots as a 2nd generation Czech – American. Differences matter, they are something to celebrate rather than to diminish or degrade.
For example, Americans, in general, have no problem telling about themselves. This is not a bad thing, we are outgoing and friendly and most people find it an endearing quality but there are others who find it a bit off-putting. Indeed, some Americans do go a bit overboard and, indeed, stereotypes can characterize us as verbose or self-aggrandizing. Europeans, on the others hand, are not as comfortable telling about themselves and in this particular context they are not easily disposed to telling of their professional accomplishments and, therein, lies the reason for this blog entry.
It is predictable, and you should assume one of the first requests you will hear from an interviewer during the interview is, “So, tell me about yourself.” It is from this point forward many people squander the opportunity just presented to them. Referring to your resume is fine, but reading from your resume is a mistake because they’ve already reviewed it before you shook hands and sat down with them. So reciting back to them what they already know will not inspire any hiring manager. This is when you must share with them your attributes, qualifications, etc.; in short, the information that will inspire them to elevate you to the next level or step in the interview process.
Telling of your accomplishments is not bragging and if you don’t tell them, how else can they know – you’re only hurting yourself and diminishing your own chances.
So, what is the difference between telling of your career accomplishments and bragging? Here is a painfully obvious example:
  • “The project was assigned to me when I worked at XYZ company…and as a result, we grew and expanded our market share by 30%”
  • “The project was assigned to me when I worked at XYZ company…and as a result, we grew and expanded our market share by 30%. I was the one who made it happen…that deal was dead until I saved it…It was me, who…”
The difference between those statements should be crystal clear and so long as claims made about your work history and accomplishments are rooted in fact, and about which you can produce evidence if questioned or challenged, you have nothing to worry about. During the 1980s when meeting with Soviet General Secretary Michail Gorbačov, President Ronald Reagan cleverly co-opted an old Russian proverb, which states, “Доверяй, но проверяй” (doveryai, no proveryai) – “Trust but Verify”.  It applies here as well and you should also be prepared to be quizzed about the details to validate any claims you make. Don’t feel insulted or get your feelings hurt, because a good interviewer can and should probe and question whomever they are interviewing – it’s a part of the interview process. It is no different than your responsibility to verify and validate any potential employers’ claims about jobs you are considering – but I digress.
So the weak excuse of “I don’t want them to think I am bragging…” is a silly rationale to avoid your responsibility as an interested party during the interview process. Your task is to do more than simply show up with a resume and sit mute like a piece of furniture. Instead, seek to articulate why you should be considered for any job you seek. When provided with an opportunity, it is up to you to make the most of it.

Monday, August 11, 2014

Arrogant Hubris or Qualified Self-Confidence







At the heart of what job interviewing is and has always been, is the task of marketing yourself, demonstrating during a process of elimination why you are the person they have been looking for – the right person for the job. So it is necessary, is it not, for you to demonstrate why a hiring manager should hire you – that’s the whole point, isn’t it?
If you want to rely on your resume and let it do the talking for you, well, then you’d be like most others sitting around with their fingers crossed, wishin’ and a-hopin’ – yeah well, good luck with that. You have a duty and responsibility to yourself to be your own best spokesperson, marketer and sales person because somebody’s gotta and if not you, then who? The manner by which to best assemble and present yourself I’ve explained in the past so, rather than explain it again, you should either purchase my handbook and always have the reference material at your fingertips, or, you can review some of the video segments in which I describe how to assemble an F.A.B. presentation; the links to both can be found on this blog page. I don’t care which you choose, but do something.
However, the focus of this blog entry is to urge that you reject as self-sabotage the notion that somehow self-promotion is unseemly, or less than professional or, worse, selfish. It is not and often I hear people making lame excuses because someone convinced them they are unworthy or, most often, they are just plain uncomfortable about talking about themselves. For the most part it comes down to an issue of self-confidence, the very byproduct of self-improvement and empowerment. Do you believe you are in fact the best qualified and suitable person for the jobs for which you are applying? Many people mistakenly think that if they speak on their own behalf it is bragging, and they don’t want to be seen or portrayed as such or, worse yet, they fear they will be perceived as arrogant. I like, respect and admire those with self-confidence, while I have little time and no patience for hubris-laden arrogant people.
There is a big difference between confidence and arrogance and the two are not similar -- not even close! Confidence is both qualitative and quantitative; it can be demonstrated, measured, proven and verified so you are stating fact. This is why you might hear employers and people like me suggest you should be able to present a demonstrable track record of success to accompany your claims; regardless of whether it is with documentation or anecdotal evidence backed up by references, if need be. If you possess that which proves your claims you are speaking from a position of confidence and, believe me, when you believe in yourself and your abilities it is powerful and palpable.
Alternatively, an arrogant person might have accomplishments but they have an over-inflated opinion of themselves, which usually means their claims are equally over-inflated and exaggerated. They try to convince anyone who will listen of their importance when, in reality, I think they do so to ultimately convince themselves, seeking validation any way they can. It is also an indication they are not team players or just plain bullshitters.
So come on folks, there is a difference, and there is no valid excuse to not be prepared to share your accomplishments – so long as your statements are factual and expressed for the purpose of comparative measure, rather than only self-promotion. I repeat it almost every week; if you are doing the same things over and over again, seeing no different results than others, well, ask yourself, are you doing anything more than going through the motions and merely hiding behind your resume? This is what most people are doing, by the way; imposing limitations on themselves because they worry about what someone will think of them if they stand out in a crowd -- although that is precisely what is necessary.
For too long, the mediocre and bureaucrats who resent accomplishment and who are themselves unable or unwilling to up their own game, have been trying to tell us for years that we are no better than one another. They tell us we’re all the same and it is somehow wrong to strive, compete and elevate oneself as they seek to deny that which is an inherent part of our own human nature. They tell us it is somehow elitist or bourgeois to seek anything but generic sameness. By pulling us down, they elevate themselves. And to a large degree, they are succeeding.
I’m suggesting that you reject the herd mentality and those who would dis-empower you with the imposition of bland sameness. Resolve to do what your instincts tell you; seek to empower and, therefore, elevate yourself in order to improve your chances in the competition that is the interview process. As for anyone who would tell you otherwise – swat those flies away, pay them no mind and move ahead.


 





Monday, August 4, 2014

Malaise in the Market


During the past 10 years, but more so since the economic slow-down occurring since 2009, I have been observing the strangest of trends; on one hand, I hear people lamenting their lack of success in finding a good job. Meanwhile, I hear company managers complaining they are having difficulty finding people for key positions. Now at face value, this sounds odd and contradictory. But I’ve identified an underlying issue and cause, when each side tells me how hard they are trying and, indeed, they feel convinced they are expending energy. However, I am not convinced of the veracity of their claims because I see something else, another trend permeating both employment and business sectors. Indeed, the job market in general is more stagnant, no doubt, but there is something else happening that I think is making matters worse than they need to be. Malaise is permeating the business world, affecting scores of previously productive individuals – and it is spreading.
More and more, people in general but, more specific to our focus here, job seekers and hiring managers are relying too much on the internet and virtual methods and are disengaging from their personal and professional responsibilities. Yes, I know there are people who will dismiss my claim but, frankly, I see a lot of once effective and productive people turn into near worthless lumps, mere shadows of their former selves. Sure, they will protest it is not true but everywhere people are opting for indirect participation, as many processes which, in order to be effective, require the participation they are choosing to avoid.
So what am I really getting at? Let me be blunt, too many job seekers who drone on and on about how hard they are trying and how difficult the job market is, have in fact become lazy and they put more effort into avoidance or making excuses than they do making actual efforts. Meanwhile, on the other side, hiring managers complain they can’t find qualified candidates because someone else failed to send them any resumes worthy of consideration. And those resumes were collected from online job posts. So my question is, is there anybody actually doing anything, or just talking about all they are doing, or not doing? Because what I see from my own unique perspective, is a massive trend of disengagement – and for all the wrong reasons. So why would anyone disengage from the processes with which they should logically be most engaged and hands-on?
How bad is it? Job seekers to whom I speak increasingly find my suggestions of actually picking up the telephone and doing what is necessary to identify and find the hiring manager, in order to arrange to meet them in person, as somehow waaay beyond what is reasonable. This is just plain sad and shows the depths to which people have been reduced. But of course they are not alone in their dysfunction; consider hiring managers who claim hiring is a priority, but in the same breath tell me they don’t have time to interview or lament it takes up so much of their time.
Which then brings us to what they expect for their half-hearted and hollowed-out activities; they are actually stunned and surprised when they don’t get the results they are convinced should materialize. Imagine when I listen and politely let them explain the degree to which they labor so hard and then, when it’s my turn, I inform them they are in reality doing nearly nothing -- the looks on people’s faces are priceless as I shatter their illusion.
So whether it is malaise, lethargy, atrophy or the illusion of self-importance; regardless of whether you are a job seeker or a hiring manager, if getting hired or hiring is the objective, please, no excuses and stop BS’g and lying to yourself and others. It’s time to remove your head from the fourth point of contact (now there’s a riddle for you) and get serious. For those who are genuinely interested in improving their chances, spend more time on your interactive interviewing skills; a good resume is important but it is only meant to get your foot in the door – beyond that it’s only important to the paper shufflers. Commit to do more than you are doing, set goals and deadlines -- you know, the things decisive people do; the same kinds of people others want to hire and work for.

Monday, July 28, 2014

Soft Skills Evaluated by Whom?


Yeah, it’s nothing new, the growing lack of soft skills is a problem for companies, and senior-level executives recognize they have this problem. Increasingly, more and more people lack the skills we take for granted. In a company environment this deficit has a wide ranging effect, negatively impacting every aspect of an organization’s effectiveness, dragging down overall performance, which, in turn impacts profitability and by extension, share prices. It’s a lose / lose proposition; those at boardroom level get it even if, at the lower echelons, they do not.
I contend it’s the result of a digitally-connected world where we virtually interact; meanwhile, we’ve disconnected and separated ourselves from the real world and real people. I am sorry but video conferencing and Skype are no substitutes for face-to-face meetings, which involve an actual handshake. It’s no wonder there are so many references to zombies, because that describes about half of the people I see each day with their heads buried in some hand-held toy as they bumble along, running into people, stationary objects and occasionally into traffic.
And guess what, this growing disconnection is slowly disintegrating the remnants of human interaction, meanwhile rotting companies from the inside out – extending into the hiring process by infected and dumbed-down people who are supposed to interview and evaluate potential new employees.
Many companies know well the value of soft skills and the danger of the lack thereof. Do an online search for articles regarding soft skills and you’ll see how much attention this topic is receiving. It is a growing problem in my work, but not so much because of a lack of skills in potential employees, although it is a problem. But it is becoming harder to find company decision makers, both in management and HR, whose communication abilities are limited to the formulaic processes they have adopted. It sometimes seems their ability to articulate has left them; it reminds me of The Invasion of the Body Snatchers (preferably the 1956 version of the film). Meanwhile, senior management has begun to put out the call to look for and better evaluate soft skills abilities in potential employees.
But here’s the sad irony: how do HR and middle managers identify, evaluate and select those with advanced soft skills, when they themselves lack the very skills they are supposed to identify? This is a problem.
I find it increasingly hard to have substantive conversations with those whose job it is to screen and process potential employees; they know virtually nothing about the jobs for which they are screening people. Furthermore, you find that beyond their own departments, many know painfully little about the company for which they work. Increasingly, their knowledge of the jobs they are tasked to fill is limited to the rudimentary job description you yourself enquired about, or they reflexively point to psychometric testing for the info they are no longer capable of identifying on their own. So, in actuality, by intentionally removing human interaction for the sake of simplifying and standardizing in order to streamline the hiring process, they are in reality rendering themselves irrelevant to the process.
Although, this should not depress you but, instead, give hope to those of us who are still effective communicators. However, if you find yourself seated before one of these dumbed-down shells of their former selves, be kind. You have little choice but to humor and accommodate them, until you can actually meet someone who knows what’s going on. Or, as I seek to do at every opportunity, go around obstacles and distractions; aim for and reach out directly to the hiring manager any time you’re able to do so.

Monday, July 21, 2014

What Kind of People Do Companies Want?


My blog is focused on empowering the individual job seeker; that is my stated goal. My aim is not one-sided, I am not anti-corporate or anti-management. For many years, I conduct my work on behalf of both job seekers and company managers who all seek the same objective -- but view it from their own perspective. In the case of this blog entry I want to focus on the company, the hiring side of the process. That which companies claim they want is increasingly at variance with what they do or, more appropriately, the manner and conduct of the interview process is often a clear contradiction – the result of which can leave both sides frustrated and dissatisfied with the end result, or lack thereof.
It is repeated so often we don’t even notice it because it should be obvious and it is confirmed in company marketing materials. What they claim in adverts, at job fairs, on their websites and from the lips of hiring managers themselves, throughout the company, is that they want the best and brightest to join them. They seek to hire the best available talent on the market to join their ranks, but somewhere along the line the reality tells a different story.
In an attempt to better manage the deluge of resumes submitted online, many overwhelmed company HR departments have sought ways to better manage and sort through and thereby reduce down to a manageable number of resumes. Then they further reduce the pool of candidates they interview for further consideration – they simply must. But I contend by doing so they employ practices which actually discourage the innovative and impact players they claim they want, instead producing an opposite effect.
Many companies have determined that inserting psychological profiling into the hiring process is good  and the most direct way to quickly assess and narrow down those most suitable for consideration. For example, an employer might select a group of employees who they think possess the traits representing what they’d like to identify in those seeking employment. This can be a helpful tool but sadly companies have come to over-rely on and ultimately depend on it during the hiring process. So it is inevitable they are predominantly focused on selecting those who walk and talk and most of all think the same. But there is an unintended consequence, in that they miss out on the innovators the company propaganda suggests they want to attract.
Increasingly, psychobabble is more a focus than actual suitability. Yeah, they’ll claim it is all about suitability but that is just a marketing ploy to convince companies that software can do a better job of selection or that psychometric behavioral-based questions are a better measure than to simply meet someone and ask applicants directly, “Okay, I see what you have on your resume, but can you do the job? Tell me your qualifications and why we should hire you and we’ll compare you to other applicants and make a determination.”  Instead, you’ll get a formulaic question as was asked of applicants during a recent assessment center interview with a large international corporation, “If you could choose, what kind of animal would you be?” One applicant for example answered, “A panda”. Their answer was then challenged by the interviewer who said, “Well, that is a lazy animal, isn’t it?” and then sat back to watch and evaluate the applicant who was now on the defensive to explain themselves. Perhaps my reaction is a bit harsh, but I find that exchange as a purposeful attempt meant to degrade and humiliate, with no good purpose other than to ensure an applicant will submit to the interviewer, who is the face of the company. While I am sure there is some pointy-headed academic who can opine about the relevance of that question and how it relates to behavior and the workplace; the reality is that it hasn’t an ounce of value in determining a person’s qualifications for a job – zero. Or another recent trend, fawned over by people who don’t want to be bothered with first-round screening interviews; proclaiming the benefits of video resumes – again, dumb and worthless unless, of course, you are a bureaucrat who seeks to streamline your responsibilities and reduce your exposure to people (even if it is a function of your job description and responsibilities). But I suppose everyone thinks they should be a celebrity and perhaps a video resume will get you your big moment! Sorry, but again, all fluff and no substance – and a lot of time wasted to make it just right.
It should be painfully obvious that the movers and shakers, those who companies claim they most want to attract, will not stand for being treated like a child or diminished by those who ask insipid questions, engaged in time-wasting psychobabble nonsense. To which company managers later scratch their heads wondering why the best and brightest are not banging down their doors.
Yes, there must be systems and procedures in place for companies to properly function but many have gone waaaay overboard, while they rule over their little fiefdoms, more concerned with galvanizing their own job security than acting in a manner that best serves their company. And while some HR “experts” would disagree, wanting to ensure all of those who apply and interview for jobs don’t step out of line and do follow their rituals in an orderly fashion, I’d like to speak about innovation. Without it, nothing evolves or improves; a lack of innovation means stagnation. Innovations are accomplished by straying from convention, by rejecting that which is accepted. People who nervously stand in lines without asking questions, those who worry more about the rules than the objective, are not innovators – nor will they be leaders of any significance - DUH!
If companies are serious about attracting those who can offer the most impact, especially in this current economic malaise as they try to do more with less, they should get involved and witness first-hand those processes the gatekeepers are using to intentionally screen out all but those who they deem to be suitably obedient and fit a mediocre profile.