April 18, 2012

…who should be hired?

Chelsea FC forked out a substantial amount of money hiring a manager whom was believed to be capable of turning around the club's poor results in the previous season, only to be fired 8 months later after a series of defeat and jeopardizing unity among players.
I think the manger was hired based on his previous successes during his reign at his former club (bias), on a very nice cv has was possessing.

What about executive positions in a company, positions which are critical in making big decisions?
Is there any difference in the selection progress when it comes to hiring a clerk?
Of course there must be some differences but to my understanding, the criteria are based on the past success embedded in the curriculum vitae which does not always guarantee the same success.

Where would RDM fit into this?

what is a good decision-making tool for judging people?

- One comment Not publicly viewable

  1. Ilektra-maria Kaldi

    Because someone has the technical requirements in the CV doesn’t automatically means that has the physical and practical capability for the job! And vise versa, it doesn’t mean that when you don’t have something on your CV that you actually can’t do it… :)

    18 Apr 2012, 22:08

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