Fast Company article - December 1998 "How to Hire the Next Michael Jordan" By Gina Imperato Page 212 Prepared by Vince Crary 12-17-98

The article talks about how companies like Cisco, Hewlett Packard, Microsoft, Nike, and Schwab search out and hire employees that have exceptional talent.

As I read the article, I was a bit jealous of these exceptionally talented people. Why should they get hired by any process other than the way all the rest of us do? After reading the article and thinking about it, I feel every company could benefit by looking at how they hire new people.

The article tells how employers look for people of exceptional talent at conferences, trade shows, on e-mail chat rooms, talking to new employees or anyone else they deal with. I think this would be a good system for all businesses. I am not talking about nepotism. I am talking about if I know someone who would make a good extension educator why not have a system in place to let that person know what extension is all about and express an interest in them.

Top companies keep in touch with people they are interested in by learning networks: e-mail newsletters, inviting them to technical seminars, open houses, paying them to work on mini-projects, or offering feed back about their web page. These companies also look for opportunities to offer these people a job when an external triggering event happens. External triggering events, according to the article, are such things as "turning forty; maybe they've gotten divorced; maybe their company has been bought out". Serious companies keep track of these triggering events and go after the people they want when one happens.

The article said some companies may pre-qualify up to 10% of those they hire. One company sends a coupon stating: "the day you want to come to work for us, you're hired. You don't have to go through our H R (Human Resources) bureaucracy. We will hire you instantly". My comment is if H R is such a bureaucracy, maybe it's time for a change.

I look at extension. People with the right qualifications who can put together a good resume and do a good job of interviewing can get the job. The system works. However, I feel a strong referral system by those of us in the system would be of benefit. If you have such a system would it be legal? Could all requirements be met for diversity, etc. These and many other questions would have to be answered.

What does the future hold for the interview process? According to the article, companies have found that "interviews aren't good predictors of future performance. A better alternative is assessment over time." The simulation process is being used over the interview process by some companies already.

"Simulations help a company see if a candidate has what it takes, and they can help the candidate get a taste of what it would be like to work for the company." A simulation is a technique that "lets a candidate do some actual work over the web, and you can provide a video feed of the team that the candidate would be working with". The company can get a feel for the candidate and his or her work and the candidate gets a feel for what working for the company is like.

Discussion with others about this article was interesting. They never seem to have input about new people being hired. New people are hired that people already in the company could offer opinions about, but this is not done. I know someone could be vindictive, but most felt people would be honest when it came to getting the right person. People also liked the simulation idea to see how people would fit in with current employees.

P.S. If you look at the picture on page 213 of the December issue of Fast Company, it shows Michael Jordan shooting a basket; looks to me like his shot will miss.

-- Anonymous, December 20, 1998

Answers

Selection is a human resource practice that needs to be revamped in many of our organizations. To save costs we need to ensure that we are selecting the right people for the job. What better way to do this than by asking for recommendations from people within our organizations who are currently doing the job.

I agree with your comments on our bureaucratic systems. In higher education the selection process can become very tedious and time consuming. Our budgets often don't permit us to hire the brightest and the best. They are more likely to go to private industry where the financial resources are there to attract them. However, all does not have to be a loss. We can attract good people by other incentives, and by offering the kind of work environment that will be attractive to others.

Good summary and discussion about this article. Thanks.

-- Anonymous, April 19, 1999