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What would you do

By voldar ·
if being a IT manager, and looking for a new employee, having a bunch of CVs on your desk, who you'd choose?
This is a question I have asked myself a lot of times - not as being an IT manager but as being the candidate. (When I was the manager, I knew what to look for.)
What are the firms looking for in fact?
I had an experience recently, which gave me another way to see things about this mater.
In short, I applied for a job that I believed that suited me best, and in the end, after some interviews (3 ? HR, Technical, IT), phone calls to the ex-employers and present employers, etc., I had the answer: "You were the best of two we considered in the end, but we chose the other one!"
Sincerely, I was feeling upset at that time when I get the news, but then I thought maybe it was better for me not to be there. The only good reason for which they have chose the other guy may be the fact that the ?other one? was maybe from "inside", I mean he was from the company already. And I can take that, but what I don't understand is why they did the entire "circus" with the interviews, when they in fact already knew which is the "new employee"?
This is not meant to blame someone; it is just because I want to know better how things work in fact, so that I?ll better know next time how to deal such situations. Be more prepared, etc.
Don?t consider me as someone who?s crying and who?s claiming ?justice?, I was maybe not prepared enough ? my mistake, I will continue to pursue my search, that?s for sure. It?s only something that I hope you guys will explain me how in fact things work.

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by Oz_Media In reply to What would you do

When it comes down to one or two people in a cut list, eoerience is usually not the reason for the final decision. At that time it is more a decision as to who's personality won. An air of confidence in an interview CAN be great whereas in other interviews it may not be. An eager self starter approach may work with one and not another. It is usually a personal matter at that point. Not to say you have a bad personality at all, it's just that some people click better than others.

I wouldn't stress over it too much, everyone has a picture in their mind of who they want to hire and it's just a matter of finding the right match.

I have always gone for guerilla job hunting at 30-50 cold calls a day with a scripted intro. Money has always been a numbers game for me and the higher the numbers, the better the chances. I've see so many people apply for two or three jobs a week and wonder why they don't get employed, you just have to see more people and share your ideas as much as possible until someone hears you.

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by voldar In reply to Personality

yes, you are right. Maybe I looked too much confident in myself, or maybe the fact that the persons within the entire IT departement of the firm had not more than 2 and a half job experience, and I had a bit more - and sometimes, I presume, THIS is something that is hard to beat. And be sure I am not stressed. In fact, these are facts of life, they are supposed to exist. What I want is just to have a better perception of what/how does it works the thing.

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by Oldefar In reply to Personality

My experience indicates the five currencies are as applicable to employee selection as to any other business transaction. The currencies are time, money, knowledge, security, and prestige, and the transaction has to provide an aggregate increase.

Time is not generally a key factor in hiring unless there is a related time sensitive objective - a project due date for instance.

Money is generally the last factor and comes into play when two roughly equal candidates are being decided between.

Security is a factor, especially with the position that includes a group interview. The manager may be concerned that a strong candidate might represent his future replacement if the manager does not feel secure in his job. Potential peers may feel their position within the group is at risk, or may be looking for someone to fit above them in the order as an ally and buffer.

Security is also at work when an internal candidate is given preference over a new hire. By hiring from within, those doing the hiring are reinforcing a policy that may later work to their advantage.

Knowledge is a factor. The candidates are considered based on the additional knowledge they bring to the organization.

The final factor is prestige. Each candidate considered impacts the prestige of the selecting individual or group. What passes as personality issues are quite often prestige issues. Potential peers will often decide against a candidate who clearly will outshine them. At higher levels, hiring the star performer is often a prestige enhancer. The same applies when the candidate will not directly compete in the same space - say a network engineer brought in by a team of system developers.

Each opportunity has its own mix and weights to these five currencies, but it is rare indeed when a new hire does not represent a positive gain in the aggregate of these currencies to those doing the hiring. If you can determine how the hiring group values each of these currencies, then you can focus your interview responses to show the most positive value.

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Oldefar's insights

by wordworker In reply to Formula

Wow what great stuff, Oldefar. Just for fun - as I don't think captive employment will ever pay me what I'm making as a consultant - I applied for a job where I'd be managing someone to whom I once reported. And that person has applied for the 'insider' promotion. Based on your formula, I don't have a snowball's chance in a microwave of getting that job, do I?

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by Oldefar In reply to Oldefar's insights

Glad you liked the insight - Michael Vickers introduced the concept to me as a sales technique a couple of years ago.

The fact that the job would place you over a former boss is not necessarily a factor. He would not be the hiring manager, just competition for the job.

The inside position works on security currency at large companies up to middle level management. Note how many senior level positions are filled from outside. This is because at the senior level the emphasis is on prestige (our CEO used to run well respected company X), knowledge (personal network as much as industry specific), and security (yes, the board hired a jerk but it wasn't our fault - he was well respected in a similar position before).

Assuming the money is the same for both of you, your chances are very much related to how the hiring manager perceives the value you bring him in knowledge, security, and prestige.

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Re: five currencies

by voldar In reply to Formula

You are very right, when you've done well the homeworks, you should know what they want. I want to say again, I don't want to blame anybody, just to have more ideas about "how things work" - it's a new world for me (European experience is almost meaning nothing it seams to me, although IT work is the same everywhere).
About money, well, I have to say that sometimes (almost every times) they do represent an important step towards their objectives. But, yes, there are always exceptions.
Great post Oldefar, many thanks!

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It works the other way too

by Oz_Media In reply to Re: five currencies

When moving from North America to Europe your experience is hard to describe. It begins in high school, A and O levels vs Grade 12. Then College and UNiversity certifications differ. About the only thing that is consistent is medical and educational degrees.

It makes it hard for an employer unlesss they understand the other county's system and requirements for education.

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Of course

by voldar In reply to It works the other way to ...

is a two ways relationship europe - america/autralia/asia or "viceversa". I just don't understand why if talking about IT, they think that difference is that high. In fact, computers are the same everywhere in the world, software, NOSs, etc., still the same, language almost everywhere = english. So?
Where's the difference - unless we talk about "work experience in an american/european/asian/australian environment", but that's another storry. The fact that IT is outsourcing is the proof that there is no really difference between one or another guy. (unless the money thing, of course :))
If we talk about education, well, on a regular base, as a hiring manager, I suppose I have done my work and decided what candidates must have as a MUST. The rest, the better the candidates are, the happier I am :).

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by dwdino In reply to What would you do

Hiring is 80% subjective.

It takes an employer minutes to sum up your experience, talents, traits, etc. What really counts is how does it feel.

One reason for multiple interviews is to see if different people get the same feeling/perspective.

I have been on many job interviews where I was ranked high on credentials. But the feeling wasnt right (mgmt style, coworkers, whatever). I have also been hired to a couple of jobs where there were more qualified individuals, but I was the fit.

So understand, "credentials" simple gets you invited to the interview; after that, it is all about feel.

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Of course dwdino,

by voldar In reply to Subjective

everything is subjective. I am very aware of this fact. What I was not able to understand at the time, it was only the fact they said to "you were the best but ...", which rised a serious question about "what whent wrong then". Never got the answer. If they'd said - "thank you for your interest, but we found another one who suits our needs better", believe me, I'd never had this thread open.
I am very aware that life is not only "good and sweets" but also a lot of "hard work" and sometime "bad things". But I am one of the people for which every foot in the b*t is at least a step forward :).
And yes, credentials are some kind of "Open Sesame", no more, no less, and yes, once the door is open, as usually, we have always two options. Although I am not very convinced that credentials = knowledge, I was facing the fact that good people without "credentials"="certs" where left out for exactly their lack of them.
Thank you for sharing your impressions, I also thought about this being like some kind of a "pocker game" : never know what the next card will bring you, but still, you love the game, the tention and the satisfaction of a good "card".
BTW, I am not a cards player and in pocker I am even wors, but I haven't found any other "metaphora" for describing the situation.
I loved Forest Gump, especialy a description of life: "life is like a box of chocolate, you never know what you really get". But I think this is exactly what makes life to be wonderfull.


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