Finding candidate gold
by Miki Saxon–
The following letter is in the April 10 issue of Business Week.
How To Hire The Candidates Least Likely To Succeed
“Net movie mogul” (Voices of Innovation, Mar. 20) illustrated a disturbing and widespread problem with corporate hiring practices: Mika Salmi possesses proven drive, ambition, persistence, and the ability to recognize opportunity. Yet 125 companies rejected him outright.
Many companies today use software to screen resumes based on keywords and rely mostly on human resources clerks with little or no true business experience to review selected resumes. How can they recognize the traits shown by Mika and people like him? Steve Jobs, Bill Gates, and Mark Cuban would have been rejected by HR departments at many companies. Career ads for these companies need to carry the disclaimer: “Achievers and mavericks need not apply.” George Muenz
Vancouver, B.C.
I especially appreciated this comment because managers are always asking me for recommendations that will make hiring easier and less time-consuming, but as Mr. Muenz points out, most of these “labor saving” features are used up front in the screening process, which is much like having your six-year-old pick an architect based on the ads in the Yellow Pages and a list of words..
Screening resumes to find the real cream is both an art and a skill, one that every manager needs to learn and then improve with practice. Unfortunately, it takes time and effort and many mangers don’t see the payoff.
Too bad, since the payoffs (plural) for really knowing how to screen resumes are enormous.
For instance, you’ll be able to successfully
- kick-start innovation by recognizing people who can diversify your organization;
- hire outside-the-box, strengthening your team;
- hire in the tightest labor markets, eliminating the need to buy candidates; and
- be the manager for whom everyone wants to work.
And last, but surely not least, you’ll enjoy
- better reviews and more promotions—because managers are judged based on the accomplishments of their organization, not for what they, themselves, do hands-on.
It’s your choice, screening resumes isn’t magic, so come back tomorrow and start learning how!
