Thoughts on people, teams, organizations, communities, effectiveness and success
Like the song of the Sirens , for some people the “right” backgrounds or the “right” personality test scores suggest “can’t miss” – the certainty that someone who comes from certain schools, certain environments, certain zip codes, or certain Meyers-Briggs personality profiles will be predictably successful.
You’d be wrong: predicting success in business or life does just doesn’t work that way.… Read the rest
The purpose of any job interview should be to answer one and perhaps two questions;
1) Does this person have the talent (background, experience, skills, abilities) to be successful at our firm / company / organization / department for role for which they’re interviewing, and,
2) Does the person likely have the qualifications for positions for which they might be considered later?… Read the rest