Every smart company/entrepreneur’s dream is to achieve the above, but can we? George Anders in his book answers with lot’s of stories – that it can be achieved. Some snippets that I liked from his book (title as above):
Decoding Jagged Resumes:
- Read resumes from bottom to top rather than the conventional way
- 3 powerful methods to sieve candidates:
Compromise on experience; don’t on character
Your own career is a template; use it
Rely on auditions to see why people achieve the results they do; question & observe
Ask about early pranks and explorations in their excellence story
- Investment doesn’t require extraordinary intelligence; it calls for an extraordinary temperament – this is quality a trader requires, hence a investment firm went all the way to hire taxi driver, accountant, insurance agent to become traders and showed excellent results (as per “The Complete Turtle Trader” – by Micheal W. Covel)
Where insights are born:
For millions of us, eureka moments are within reach. Spend long enough in a field, and the winning paths become evident. Anyone who pays close attention over a decade or more will start to see small clues that presage people’s destinies. Sometimes it’s common knowledge. Catch veterans over a cup of coffee or at an airport luggage carousel, and they will know who has “lots of runway ahead,” who is “meant for big things” , and who is “a disaster waiting to happen”. The secrets of judging character are right in front of us. All we have to do is use them.
Audition that works:
Ask audition masters what they’re hunting for, and the deepest answers involve subjects’ character. Regardless of differences in the exact ways that the talent is expressed, each domain’s underlying quests are strikingly similar: Who tries hard? who prepares well? who recovers quickly and calmly from setback? who works well with others? who can size up a turbulent situation and come up with a plan? Or, taken from the other direction, which people cut corners, who turns brittle under pressure? who is clueless about group dynamics? who ultimately doesn’t care? All these queries help illuminate the reasons why candidates achieve the results they do. It’ not enough to know them for brief moments, it’s far more important to understand the path the particular candidate traveled to achieve that result
Talent that whispers:
Breakdown the barriers that restrict where you look:
Facebook at it surge to recruit from a startup to conglomerate, had to use an ingenious yet radical way to attract talent. They introduced Puzzle master, an internet puzzle solving contest where interested candidates understand the puzzle and write an web application to solve it and post it to the given email address.
When you’re exploring, ask: “What can go right?”:
Most conventional assessment is all about finding candidates’ flaws. That’s appropriate in the final stages of selection, when top-tier candidates have established their allure. Puzzle master example shows how the outer fringes of talent work differently unlike the ivy school A+ grades. They’re silent, self-taught and daring to experiment.
JK Rowling ‘s first Harry Potter novel, for example, attracted barely a flicker of interest in the summer fo 1995. For whatever reason, the book attracted only one bid, of $2500, from Barry Cunningham, who ran Bloomsbury’s children’s book division. When it became clear a few years later that harry potter franchise would be worth many hundred millions of dollars to Bloomsbury, the company’s share price more than doubled .
Here, the great art lies in being open-minded enough to see faint possibilities at first, and then being methodical enough to keep coming back for more impressions, until the full picture is clear. Also note that “It’s tough to duplicate any freakish success that relies in part on novelty” and moreover – “You can’t do something for the first time twice”.
Talent that shouts:
Top talent wants to be challenged, not coddled. Thee racehorse personalities are driven by such intense desire to make a mark in the world that it surpasses every other motivator. Play to the reality. Set audacious goals and run the hardest situations. Portray hardship and possible failures as selling points for your jibs, rather than liabilities. Middle-of-the-pack candidates won’t want any part of this. But for exceptionally talented souls, such heroic quests are thrilling and addictive.