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What qualifications are a useful measure of competence

By dharker ·
The industry is awash now with qualifications costing a fortune to gain - many in boot-camp guaranteed pass training centres. Meanwhile there are thousands of qualified and very experienced people overlooked because they have all the practical skills and experience without the paperwork to "prove" it. What do you think counts most? Practical and proven skills or in-depth knowledge? What qualifications do you find give the best measure of a persons abilities?

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Experience - Experience - Training - Experience

by JimHM In reply to What qualifications are a ...

The training whether it is self taught or class room - then the Experience to apply that training. The paper you are going to get - thousands that have the paper and don't know how to even wipe their butt with it...

The days of past - Paper CNE's - ECNE's - Then it hit the Microsoft world - Paper - had the Cert - but couldn't do a thing with it. "We didn't learn that in class!"

Experience most of the time out wieghts the training - and all the time outweights any paper.

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Behavioral Criteria

by stevegantt In reply to Experience - Experience - ...

Neither experience or training will do you any good unless the person can get along with other people. You managers out there need to take a course in behavioral assessment like the C.A.R.E or D.I.S.C behavioral profile. With a little practice you will be able to spot an asset from a "dud". I think the criteia is
1) Behavior
2) Experience
3) Maturity
4) Dependability
5) Formal Training

Behavior is often overlooked, but it is the most essential component when building a team. People have to the able to work together as a team. Training can be done later, experience comes in time along with maturity, but you will find it very difficult to change behavior.

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Behavioral Criteria is Correct But....

by lfhowell1 In reply to Behavioral Criteria

...the challenge is that IT managers and recruiters tend to be more comfortable with ultimately focusing the "technical" competencies--whatever that means. Unfortunately, behavioral skills, which includes the ability to get along with diverse people with diverse interests and politics and the ability to inspire people is essential. For example, when you take a look at job descriptions posted and then interview, most of us notice a disturbing trend--the technical skills tend to trump the behavioral criteria. And unfortunately, that is why a large majority of these hires "don't work out" and yet the criteria and the emphasis on what is learned tends not to change. So, the solution is to focus on different criteria up-front in the recruiting process combined with the ability to "apply" technical skills in real-life settings using scenarios to evaluate how someone can respond. The criteria outlined above is absolutely correct. Cheers!

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#1 job skill= nice smile?

by dogdaze In reply to Behavioral Criteria

I see this trend everywhere now. Completely charming people come in the door, well versed in interview techniques (there must be a cert somewhere for that too), and nobody seems to notice much less care that the applicant is really just a bag of wind- all talk, no action.
You end up having to hire, and then fire a really pleasant but ultimately incompetant person, and you become the bad guy.

Apparently the days of I.T, people being brilliant but quirky are over. In all areas of employment we now tend to prefer milktoast personalities with skills to match. "Oh, he couldn't fix it but he was so pleasant!"

Its all about spin anymore isn't it. I look for 'dirt under the fingernails', personally. I'm not impressed with those ten dollar words memorized in boot camp. I'll hire the intuitive tech who can fix it even when he doesn't know what its called.

-D

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Experience Rockz dogdaze

by rajpatel In reply to #1 job skill= nice smile?

A few days back i asked some friends here that i didnt complete my graduation since i need to work and since i was working i cant go to college and get degree i got experience instead and im skillfull without certificates but i can still get the cert. but i cant go to collage and get degree so some one will still hire me as system admin or some relavant post if i really knew the work.
dogdaze@ulster.net you rockz man.

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by ChrisTOTG In reply to Experience Rockz dogdaze

Maturity is useful too. So is the ability to communicate clearly and effectively, regardless of the audience. Realise that, wherever you work, everyone outside the company sees you *AS* the company - if you aren't a good representative of the company, then you'll be looking for a new job.

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say what

by itiszi In reply to Experience Rockz dogdaze

i cant read ure wurdz there4 i wont

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Yes you can

by Tony Hopkinson In reply to Experience Rockz dogdaze

it's a lot harder though. Essentially you need to find a back door, the pavement admirals in HR will rarely let you in the front one.
Presentation and attitude is the key, and it all depends on how much of what experience gained where

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YEAHHHH!!!

by annien1 In reply to #1 job skill= nice smile?

Someone who see's it my way. I know how to do it and I don't buy into all that damn technical jargon. I know how to fix it when it breaks and that is what is important.

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Yeah, but...

by ChrisTOTG In reply to YEAHHHH!!!

...fixing something isn't the most important thing in every situation. If you're going to be surrounded by nothing but technical people, and report to nobody but technical people - then it's probably OK.

But

Most people, as far as I know, tend to work with non-technical people as well. I've had to hire a few people in the past, and these are my criteria:

1. Ability & desire to learn new things
2. Personality - can he/she get along with us
3. Sufficient technical skill that I won't have to babysit.

I think of it like hiring a Straight-A student: Don't. Hire someone who will fit in well, and can pick up the missing skills fast.

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