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RE: Why they don't ask for candidates by technology skills.
Subject:RE: Why they don't ask for candidates by technology skills. From:Alan Bucher <bucherino -at- yahoo -dot- com> To:"TECHWR-L" <techwr-l -at- lists -dot- raycomm -dot- com> Date:Fri, 14 Feb 2003 11:48:02 -0800 (PST)
tom -dot- green -at- iwon -dot- com wrote:
>I believe it is also the fact that job requirements are really
>a "wish list" for the company. What they want and what they get are
>two different things. The company usually accepts the candidate that
>comes "closest" what they want. I have seen other companies insist
>on having a writer with experience in the industry. They don't often
>get that.
This is related to a mistake I see managers make all the time (at
least, I think it's a mistake, but they may have their reasons). That
is to seek a writer with the same knowledge as the one they're
replacing (or the other writers in the group), rather than seeking
one with the knowledge and skills that the other writers had when
they first started.
If you have someone that's been in your group for two years and has
learned what they needed to be your key player, don't forget that you
didn't just pluck them off the tree ready-made two years ago. You
chose them for their foundation skills, attitude, and aptitude, and
they grew into the role. To list the end-result of the battle-worn
writer's development as the immediate requirements for their
replacement is short-sighted and likely to be met with failure.
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