{"id":1340,"date":"2019-04-23T11:25:29","date_gmt":"2019-04-23T11:25:29","guid":{"rendered":"https:\/\/officesuppliesphoenix.com\/?p=1340"},"modified":"2020-08-14T09:07:45","modified_gmt":"2020-08-14T09:07:45","slug":"right-job-applicant-looks-wrong-paper","status":"publish","type":"post","link":"https:\/\/www.officesuppliesphoenix.com\/office-supplies-el-mirage\/right-job-applicant-looks-wrong-paper\/","title":{"rendered":"When the right job applicant looks wrong on paper"},"content":{"rendered":"

Hiring great\u2014but unusual\u2014employees means overlooking typical red flags. And sometimes it means looking for those special markers.<\/strong><\/p>\n

The fidgeting applicant\u2019s resume showed frequent job changes. Then he asked to work from home\u201470 percent of the time, to start. And as for dressing for success, fugeddaboutit. With so many red flags, such an employee would stand zero chance of being hired by the average hiring manager at the average company. But therein lies the rub. Companies striving to go beyond the merely average are increasingly likely to ignore such warning signs and evaluate applicants more deeply in search of the genuinely\u2014and differently\u2014talented.<\/p>\n

\u201cThe right people look wrong,\u201d said Melissa Swift, senior client partner leader, digital advisory North America, at organizational consulting firm Korn Ferry, at the 2018 MIT CIO Symposium. In a panel discussion, \u201cCreating a Digital Culture,\u201d Swift said the new mindset that\u2019s needed requires looking at resumes differently. Instead of rejecting an application because of frequent job changes, a hiring manager should consider employment jumps as a potentially positive sign.<\/p>\n

\u201cDo you want to bring in disruptive talent, understanding they will leave in a short period of time? It requires a real mindset shift,\u201d said Swift. Even in a short tenure, the edge delivered by the person could pay significant dividends in the digital realm, where innovation can transform an industry overnight and catapult an also-ran into an industry leader. By the same token, failure to innovate can doom an erstwhile high flier to a quick oblivion.<\/p>\n

\u201cFast-moving companies can take your business away in weeks,\u201d said Andrei Oprisan, vice president of technology and director of the Boston Tech Hub at Liberty Mutual Insurance, who was also on the conference panel. Key talent can come from strongly motivated individuals seeking a career change, Oprisan said, noting that in his talent quest, he has helped enable some lawyers to become coders.<\/p>\n

\u201cThe difference between good talent and average talent is 100 times,\u201d said Tanguy Catlin, senior partner at McKinsey & Co., during the same panel discussion.<\/p>\n

No cookie cutters please<\/strong><\/p>\n

When you find one of those special people, do not try to fit them into a cookie-cutter role. Rather, \u201ccreate the environment to fit the person,\u201d said panelist David Gledhill, group CIO at DBS Bank.<\/p>\n

Some organizations are seeing the light and thinking differently. Approaches range from consciously ignoring age and gender to actively seeking autistic individuals in the quest for neurodiversity.<\/p>\n

Autistic individuals are just one flavor of the differently abled and exceptionally talented, says Dr. Lawrence Fung, director of the Stanford University Neurodiversity Project. \u201cTake Andy Warhol in art. If someone with his kind of mind could work at a tech company, the company could benefit a lot,\u201d he asserts. \u201cSteve Jobs was really good at designing. If you put creative people in a tech company, you never know what they might do.\u201d<\/p>\n

Finding the right \u201cwrong\u201d people takes the ability to question stereotypes and a willingness to buck conventional wisdom that has taken root in many organizations. For example, says Swift, if you are hiring a software engineer, the stereotypical ideal might be a 27-year-old white male from the West Coast, preferably one with a difficult personality. In such a case, the \u201cwrong\u201d person might be an older woman from the East Coast with good social skills.<\/p>\n

An open mind is a good starting point, but changing corporate culture is also necessary.<\/p>\n

\u201cA lot of companies want a new breed of talent, but if they are still measuring success in the old ways, then it will look like a failed experiment,\u201d said Swift.<\/p>\n

Destination url: https:\/\/www.hpe.com\/us\/en\/insights\/articles\/when-the-right-job-applicant-looks-wrong-on-paper-1812.html<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Hiring great\u2014but unusual\u2014employees means overlooking typical red flags. And sometimes it means looking for those special markers. The fidgeting applicant\u2019s resume showed frequent job changes. Then he asked to work from home\u201470 percent of the time, to start. And as for dressing for success, fugeddaboutit. With so many red flags, such an employee would stand zero chance of being hired by the average hiring manager at the average company. But therein lies the rub. Companies striving to go beyond the […]<\/p>\n","protected":false},"author":1,"featured_media":2626,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[60],"tags":[],"yoast_head":"\nWhen the right job applicant looks wrong on paper - Office Supplies El Mirage, AZ<\/title>\n<meta name=\"robots\" content=\"index, follow\" \/>\n<meta name=\"googlebot\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta name=\"bingbot\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.officesuppliesphoenix.com\/office-supplies-el-mirage\/right-job-applicant-looks-wrong-paper\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"When the right job applicant looks wrong on paper - Office Supplies El Mirage, AZ\" \/>\n<meta property=\"og:description\" content=\"Hiring great\u2014but unusual\u2014employees means overlooking typical red flags. And sometimes it means looking for those special markers. The fidgeting applicant\u2019s resume showed frequent job changes. Then he asked to work from home\u201470 percent of the time, to start. And as for dressing for success, fugeddaboutit. With so many red flags, such an employee would stand zero chance of being hired by the average hiring manager at the average company. But therein lies the rub. 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