Hiring Manager: Do you have any questions?
Me: Yes.
What are the goals you are looking to fulfill with this role?
Hiring Manager: Let me get back to you.
*leaves the room*
*5 mins later*
The peon: Sir, you may leave for the day.
This is a real story.
Hiring managers don't want someone inquisitive and
clear from the get-go.
They need someone dumb.
A yes man.
That's how they save their jobs.
This hack guarantees interview success forever.
Read this post from the start again.
#hiring#hack#jobs#truth#growth
I agree with this Hack generally...HOWEVER...
This may not always be the ideal solution, but there is a ton of value in this practice, so long as it's not the only criterion, IMHO.
I have used this hack in several of my hiring decisions over the years, I've also often used it to determine the best option when stuck between two candidates for the exact reason that Hala mentioned.
The truth is when you hire people with experience; you are also often hiring potentially bad habits, frustrated employees who have been burned in the past, and people still fixated on how things were at their last company.
Sometimes, that doesn't translate as well as you would like despite the experience, and often, aren't culture fits.
Another consideration that I might add would be someone with a chip on their shoulder and something to prove...
There are countless stories of people who in previous organizations didn't feel they got a fair shake, and because of that, they are very excited about helping you to dominate the previous competitor or the industry.
This was part of my story, a point I even shared during the interview process. I was frustrated with a few previous experiences and VERY driven to prove my capabilities and skills.
That company went on to build a 9-figure organization, and I played an integral role in doing so. After 12 years, it was sold for a multi-million dollar payout.
I certainly felt a great deal of vindication when the dust settled!
Never underestimate the power of someone who feels they have something to prove; just make sure you have a strong leader to manage them.
This is my #1 hiring hack:
Hiring people with the least amount of experience…
Because those turn out to become some of my BEST employees.
They’re the ones that:
✅ Are hungry to learn
✅ Have the strongest work ethic
✅ Are eager to prove themselves
✅ Have the most untapped potential
Remember this next time you're about to pass on a candidate because they don’t have “enough” experience.
They have so much more to offer!
In today's fast-paced business landscape, innovation and creativity are essential for companies to stay ahead of the curve. While experience and knowledge are valuable assets, less experienced employees can bring a unique set of skills and perspectives that can lead to fresh ideas and innovative solutions.
A Fresh Perspective
Newer employees bring a fresh perspective to the workplace, unencumbered by traditional ways of thinking or doing things. This allows them to approach problems with a more open mind, unafraid to challenge assumptions and suggest new approaches. Their lack of bias and entrenched habits enables them to think outside the box and propose innovative solutions.
The Benefits of a Younger Mindset
Younger or less experienced employees often possess an innovation mindset, driven by a desire to learn and make a meaningful impact. They are more likely to take risks and suggest new ideas, unafraid of failure or criticism. This fearlessness, combined with their curiosity and enthusiasm, makes them ideal candidates for driving innovation and growth within an organization.
The Value of New Skills and Knowledge
Newer employees bring new skills, knowledge, and experiences to the table, which can lead to fresh ideas and innovative solutions. Their ability to learn quickly and adapt to new situations enables them to identify areas for improvement and propose effective solutions.
Balancing Experience and Fresh Perspectives
While experience and knowledge are essential for success, it's crucial to strike a balance between seasoned insights and fresh perspectives. By combining the two, organizations can create a dynamic and innovative work environment that fosters growth and success.
Embracing the Power of Fresh Perspectives
Companies can reap the benefits of fresh perspectives by:
- Encouraging open communication and idea-sharing among employees
- Providing opportunities for growth and development
- Fostering a culture of innovation and risk-taking
- Valuing diverse perspectives and experiences
By embracing the power of fresh perspectives, organizations can stay ahead of the curve, drive innovation, and achieve success in today's fast-paced business landscape.
This is my #1 hiring hack:
Hiring people with the least amount of experience…
Because those turn out to become some of my BEST employees.
They’re the ones that:
✅ Are hungry to learn
✅ Have the strongest work ethic
✅ Are eager to prove themselves
✅ Have the most untapped potential
Remember this next time you're about to pass on a candidate because they don’t have “enough” experience.
They have so much more to offer!
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This is my #1 hiring hack:
Hiring people with the least amount of experience…
Because those turn out to become some of my BEST employees.
They’re the ones that:
✅ Are hungry to learn
✅ Have the strongest work ethic
✅ Are eager to prove themselves
✅ Have the most untapped potential
Remember this next time you're about to pass on a candidate because they don’t have “enough” experience.
They have so much more to offer!
As we navigate the ever-evolving landscape of talent acquisition, it’s crucial to reflect on our biases and the mentalities that may inadvertently shape our hiring decisions. One area that deserves our attention is the tendency to pass on candidates simply because they may lack certain knowledge or skills—especially if this mindset is rooted in outdated views linked to age.While it’s understandable to seek candidates who possess specific knowledge or technical skills, we must not forget the value of potential, adaptability, and the diverse experiences that candidates of all ages bring to the table. Age should not be a defining factor in our evaluations; rather, we should focus on the candidate's ability to learn, grow, and contribute meaningfully to our organization.
Here are a few reasons to reconsider passing on candidates due to perceived knowledge gaps:
1. **Potential for Growth**: Many candidates, especially those from diverse backgrounds or life experiences, may not have had the same opportunities to acquire certain skills but possess a strong desire to learn. Assessing their willingness to develop and adapt can reveal a wealth of untapped potential.
2. **Transferable Skills**: Candidates may bring a range of transferable skills from different industries or roles that can be incredibly valuable. An individual with a rich history in problem-solving, leadership, or creative thinking can often bridge the knowledge gap more effectively than we might assume.
3. **Diverse Perspectives**: Embracing candidates with varying levels of knowledge fosters an environment rich in diverse perspectives. This diversity can spur innovation and creativity, leading to solutions that a more homogenous team might overlook.
4. **Mentorship Opportunities**: Hiring candidates who may not have all the required knowledge allows for unique mentorship opportunities. More experienced team members can guide and nurture these individuals, fostering a culture of continuous learning and collaboration.
5. **Challenging Stereotypes**: By moving past outdated mentalities, we challenge the stereotypes associated with age and knowledge. This not only enriches our workplace culture but also positions our organization as a forward-thinking employer that values growth, diversity, and inclusivity.
As interviewers, let’s commit to setting aside any preconceived notions and focus on a candidate’s potential and willingness to learn. Instead of viewing a lack of specific knowledge as a dealbreaker, let’s ask ourselves: “Can this individual grow into the role? What unique strengths do they bring that could benefit our team?”
In conclusion, it’s time to break free from the confines of old-age mentalities in hiring. By doing so, we open the door to a rich pool of talent and every individual has the opportunity to shine.
Let’s embrace growth and inclusivity in our hiring practices, ensuring that we select candidates based on their potential and adaptability rather than outdated assumptions.
This is my #1 hiring hack:
Hiring people with the least amount of experience…
Because those turn out to become some of my BEST employees.
They’re the ones that:
✅ Are hungry to learn
✅ Have the strongest work ethic
✅ Are eager to prove themselves
✅ Have the most untapped potential
Remember this next time you're about to pass on a candidate because they don’t have “enough” experience.
They have so much more to offer!
💯% accurate!!! How can you pass someone up when you’re not even giving them a chance to learn ? Let them be great! Let them prove they are worth it! :)
I’ve been thrown into roles bc well I’m a quick learner. Plus I can train others, and I actually enjoy it! ((:
Yet latey, a lot of companies have said I don’t have enough experience, or other candidates matched our needs. Lmbo 🤣 Hello… are you paying attention? I’m eager and motivated to learn more! (side note most are the automated bs emails)
STOP passing up us the ones with great potential, and we have outstanding work ethic!
Check out our actual references!! :) ( which doesn’t seem to be reality anymore)
This is my #1 hiring hack:
Hiring people with the least amount of experience…
Because those turn out to become some of my BEST employees.
They’re the ones that:
✅ Are hungry to learn
✅ Have the strongest work ethic
✅ Are eager to prove themselves
✅ Have the most untapped potential
Remember this next time you're about to pass on a candidate because they don’t have “enough” experience.
They have so much more to offer!
In today's market, I've noticed a decline in companies investing in early talent. Most roles available are aimed towards mid to senior-level positions.
Why do you think this is happening?
Personally, I believe it's due to recent layoffs. Teams across organizations are being asked to do more with fewer resources, leaving them with little time to train early talent. I think entry-level candidates may find better opportunities in the government sector rather than in software companies in this current job climate.
I would love to hear from you.
What companies are you seeing hiring for entry level tech talent? What is your advice for talent seeking entry level opportunities?
#entrylevel#cybersecurity#tech
