In traditional organizations, people are often hired for their hard skills and promoted (eventually) for their soft skills. In self-managed organizations, that order must be reversed. The success of the model depends not just on what people can do, but on how they show up: how they think, adapt, collaborate, and take ownership. In short, soft skills must come first … Read More
Recruitment processes have long relied on traditional methods like job descriptions, academic credentials, and standardized qualifications. While these methods offer a sense of structure and predictability, they often come with unintended consequences: the exclusion of diverse talent, particularly those from disadvantaged backgrounds. This exclusion reinforces biases, preventing organizations from uncovering ‘diamonds in the rough’—people with immense potential who do not … Read More
Are they are trying to tell us something? “The half-life of hard skills has already decreased to 2.5 years.” Recruiting Future with Matt Alder, Ep 602: The Skills Mismatch In Hiring “Companies hire based on hard skills, but promote based on soft skills.” Recruiting Future with Matt Alder, Ep 602: The Skills Mismatch In Hiring “What’s Wrong with Bias? It … Read More
My name is Neil and I’ve been biased in my hiring decisions throughout my career. If we are honest, though, we are all biased and apply (or are subjected to) the principles of influence in pretty much everything we do on a daily basis. My mea culpa? I was fully conscious of my bias. In a nutshell, the principles of … Read More
