tag:blogger.com,1999:blog-38902647.post8563280171612101629..comments2024-03-26T05:19:42.852-04:00Comments on Professor Michael Roberto's Blog: Is Experience Overrated? Michael Robertohttp://www.blogger.com/profile/01658740999927721412noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-38902647.post-73856739815453260762016-06-29T20:43:27.069-04:002016-06-29T20:43:27.069-04:00Human resources may be one of the last departments...Human resources may be one of the last departments to be particpating in inavation. I worked at a large company that hired MBA's from smaller schools to entry level jobs and also hired the Chief Marketing Officer with 4 years of expierece and an Ivy league MBA. All the smaller school MBA's had more years of experience. <br />The thought of seperation of managment and leadership when looking at a CEO has to be a hard one to question in interviews. So yes looking at work history will play a huge part. We can look at Steve Jobs and the perfomace history of Apple with his two terms of CEO.<br />So with the idea of leading in mind theres many factors that are to hard to contemplate in the competive business world. The pressue to be right almost doesn't allow for the best vetting of people. Henry Ford was said to take people out to eat and see if they pre tasted the food or just salted it to see about the judgments they made. This would seem odd in our social media world but does make sense. <br />There is no time for a CEO trial period on a search and that hurts too. The ablity to hire one as a intrum verses the true CEO seems to be a press issue with the stock value and the hiring commities are under that pressure. <br />Sorry wheres spell check when I need it.Anonymoushttps://www.blogger.com/profile/01365464902798509378noreply@blogger.comtag:blogger.com,1999:blog-38902647.post-13314875610292238102016-06-22T09:06:20.217-04:002016-06-22T09:06:20.217-04:00Interesting view of the experience trap...another ...Interesting view of the experience trap...another aspect of the hiring fail is often the hiring oversight group does not possess the skill to evaluate the necessary job skills and leadership acumen they are looking for. I often see hiring committees seek only "industry" people to fill jobs and get fooled by someone who knows the lingo of the industry versus someone that has the foundational skills to be successful. The key question is what does the organization need? Transformation? Innovation? Someone who can get the best out of the current team or someone that can develop a new team. Far too often hiring committees and officers simply recycle what they are replacing then complain that nothing has changed.Peter Langtonhttps://www.blogger.com/profile/02003433278710215531noreply@blogger.com