I’m sure this is true for most everyone, but the biggest frustration when looking for a job is that if one doesn’t have exactly the background and past work experience that the employer wants, the person doesn’t have a prayers chance in hell of getting an interview, let alone the position that the employer is trying to fill. So, why is that? The short answer is that it is about “covering your ass,” or CYA! This stems from the fact that most people don’t have judgment nor the self-confidence to know whether they’re right or wrong and so they can’t defend their choices and decisions. The problem is that this generalization applies to most everyone, regardless of their position in society, corporation, hierarchy, organization or government, because it is about who an individual is not what they do for a living, how much money, education, wealth or abilities they have.

Imagine if you would a situation in which someone hires an individual with no experience in the field of endeavor that that someone is trying to fill. If that individual fails at their job and the boss of the hiring manager asks, “why did you hire that person?,” what is the hiring manager going to say? On the other hand, if the hiring manager recruits and hires someone that has “experience” then they can always point to the individual’s resume and say, “but they had experience, look at their resume!” At the very least, the hiring manager has a defensible position, which enables the hiring manager to CYA. At the core of it, this is the main reason why hiring managers look for experience. The other reason is because they don’t want to train someone to do the job, because they think that there is a ready made solution. This is typically correct. You can get someone that will do the job, but hiring someone that will end up being a rock star has little to do with past experience. If such a person happens to have prior experience then it is but a mere coincidence, a happy happenstance.

I, on the other hand, don’t look for experience when hiring an individual to fill a position that I need filled. In fact, I find that people with “prior experience” generally aren’t very good at what I need them to do. Without getting into specifics of what I need someone to do suffice it to say that people with prior experience tend to bring baggage from their prior jobs that prohibit them from performing the job that I want them to perform. I find that because of the fact that people don’t have the right skills and abilities, they can’t teach others the right skills and abilities. Therefore, hiring people with prior experience doesn’t do me much good.

What I look for in a candidate are the abilities to think, learn quickly, adapt, innovate, problem solve, self-motivate, and communicate effectively and someone who is intelligent. Equally important is someone that is morally inscrutable, is ethically rigorous, and has a strong sense of integrity, honor and honesty. As you can see, none of what I’m looking for has anything to do with prior experience. Once I have a person with these abilities, training them is easy, because they have the ability to learn quickly and correctly adapt what they learn. Then, because they are good at problem solving and are innovative, whatever situation that we may encounter, I know I can rely on my subordinates to help me to design the best solutions. Of course, I’m not going to hire someone with absolutely no background in the field of endeavor that I work in, but direct experience in what I do is irrelevant as long as they have a strong educational background in my field of expertise or have work experience that can be related to what I do or both.

In taking this approach to hiring, I have hired some of the best people in my organization and they have been recognized as such by others through internal surveys. Also, what I’ve discovered is that these people tend to be damn good at whatever they want to do, because they only choose to do what they know they’ll be good at doing. So, even if they choose to take on a different endeavor than what I do in the future, I would always give them a strong recommendation and reference. The flaw in some of these people is that because they are so exceptional, they tend to get easily bored, and so, keeping them occupied and interest is the main challenge; and to a person, they hate monotony and routine work. The thing of it is that I do too; that is I hate monotony and routine work, but we all know that such work is vital to almost anything that we do. Therefore, as long as I can keep the interest of my subordinates and my own interests with interesting/special projects, I find that the monotonous and routine work can be effectively managed.

So, why can’t the vast majority of the people do what I do? Why can’t they get over this “prior experience” thing? Simply put, it is because they are who they are and they don’t have the ability to see beyond their own insecurity or short-term necessity. Additionally, it is because they believe that they can find all of the qualities that I look for in an individual that happen to also have prior experience. Lastly, they may believe that they don’t need the Rolls Royce of employees when a Mercedes-Benz or a BMW would suffice. This is myopic, but not surprising. The fact of the matter is that many of these people that are hiring managers themselves lack the kind of abilities that I look for in an individual, so they themselves cannot see those abilities in others.

So, what can one do? In reality, nothing. Unless the world changes the way they think and prize the qualities that I prize, many exceptional and talented people will never get the opportunity to even begin to showcase their true capabilities and talents. The only thing that one can hope for is that by sending out hundreds of resumes that one will land on the desk of someone like me and that this will be the chance that will lead to a prosperous and rewarding career.

The problem with the vast majority of hiring managers is that they can easily be deceived by an average smooth-talking hustler. The problem is that interview questions tend to be the same no matter who interviews you. This is true of Wall Street jobs to main street jobs, it doesn’t matter. This means that one can prepare for the vast majority of interviews. Even the so called “difficult” interviews really aren’t that difficult because they encompass brain-teasers, which you can prepare for as well. Other interview tactics involve being abrasive or highly “in your face.” These are actually very easy to overcome. In fact, I taught many people to successfully navigate these situations and answer difficult interview questions. In fact, I’m so good at coaching people for interviews that I could easily make a living doing it, and I’m far better than so called experts, who do make a living counseling people on interviews and the job-search process.

So, how do you weed out the fakers and the poseurs from the real deal? Because I know how to coach people through the vast majority of interviews, I’m also very good at conducting non-conventional interviews that not only keep candidates completely unbalanced without being a nasty individual, but also getting to the very root of a person. It is an extremely unnerving experience for the candidates, but I do lay bear “their soul,” which makes it easy for me to correctly judge who they are and what they’re capable of doing. If you ask the many that I’ve interviewed, they’ll all tell you one thing: Interviewing with me is an experience like no other. So, how do I tell the poseurs from the real-deal? This is one secret that I’m not going to reveal, but suffice it to say that knowing which questions to ask, in which order and to what effect is more an art than a science, and it takes tremendous self-discipline, knowledge, strong Six Pillars, and self-awareness to accomplish.

Good luck with hiring or finding a new career.

For more, please read my books, “… Under the Constitution with Liberty and Justice for ALL,” available at http://www.CreateSpace.com/3978962 and also on Kindle, and “The New Constitution for Modern America,” available at http://www.CreateSpace.com/4281897 and also on Kindle. Please don’t forget to rate this post. Any comments or questions are welcome and can be left for me on this blog or on my email AlexAhmedinejahd@Yahoo.com. Thank you in advance for buying my books, and rating this post. And, thanks for visiting my blog; I hope you get an opportunity to read my other posts. Have a great day!