(S)election(S)

(S)election(S)

You can’t miss it nowadays: the worldwide press is filled with stories about the US Presidential Elections. Living in a country that probably has the most governments per citizen, I have already dealt with a fair deal of Elections and I’m always a bit intrigued by the process.

If you want to get “elected” for a position, the key is to convince as many people as possible that you are the best candidate. But very rarely I see the campaign being about past accomplishments. Nine times out of ten, the focus is on what the candidate will do in the future and why all others have failed and/or will do worse.

This is exactly the opposite of what is needed to get “selected” for a job. In interviews, the only thing that counts is your experience and accomplishments in the past. And it is certainly not-done to criticize any other candidates or any previous employers.

Still, the President is like the CEO of the country, someone who needs to manage it for the people. Then why do companies qualify on past proven accomplishments, and countries on “popularity”? Is that the way to get the best person for the job?

I don’t have an answer to this question, but I do believe in “the right (wo)man for the right job”. And therefore I would like to send out this little thought when you are selecting people for a certain job, task or role: Carefully analyze what is really needed and find the best person that fits the profile. And don’t be afraid if the person is not the most “popular”; that’s usually not what counts.

 

The most valuable treasures are often hidden deep down.

2016-11-17T08:23:35+00:00 3 Comments

About the Author:

William is a Down-to-earth & getting-things-done All-Round Manager with a strong belief in structured approach and appropriate-level documentation.
His main value is a big picture view for keeping work on the right track, but able to quickly switch to short follow-up crisis-mode if the situation requires it (in his spare time, he is race director for car races).
He has a proven track-record in putting “lost” projects back on track.
He prefers a technology-driven development environment.

Specialties: making different-minded individuals work together towards the same goal; broad technical generalistic view.

3 Comments

  1. Harley April 13, 2016 at 9:19 pm - Reply

    Nice article William!
    I like getting to know ‘the person’ and finding strong characteristics in them that I can believe in. To move forward we must all try new things. Such a difficult balance, weighing up the risk of taking on someone that has never done it before, versus a person that’s done it several times and is very likely to get bored with the sameness. For me, I prefer the stretch. I don’t know about you but I work best when I am just out of my comfort zone.

    • William Watté April 13, 2016 at 9:42 pm - Reply

      Hi Harley,
      Good point, but there is actually no contradiction with my article.
      Whether someone wants a new challenge outside of their comfort zone, or just repeating again what (s)he has been doing the last 20 years, it is about the proven capability and not about the way how people communicate/boast/exaggerate about it.
      And “working out of your comfort zone” can also be a proven accomplishment. 😉

      • Harley April 14, 2016 at 4:40 pm - Reply

        Very true – been doing it all my life! 🙂

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