While I’m sure these indicators vary from company to company, the overall principle is to recruit for attitude over experience, approach over specific skills. Honestly, I don’t even really care if they’ve worked in the field.I suppose it would be nice to hire someone who already knew the lingo or had a few techniques up their sleeves, but it’s so easy to pick that stuff up if you’re a smart, motivated person.It makes for a more interesting office culture, which in turn leads to more creative thinking.And while we’re here, I would like to mention the one thing that never fails to rub me the wrong way (other than typos in a resume).
But there are certain key things we’ve learned to look for that at least point to someone being a good fit, if not guarantee it. I don’t care about “relevant experience” I’ve mentioned previously that I don’t care if someone has a degree in marketing or communications.
I feel like someone could follow me around for two weeks and understand everything they need to know about what I do. And to be great at the how, you need a strategic, curious mind–not a few years working at a company that probably does things completely differently anyway. Your questions matter more than mine Most people go into an interview knowing they are supposed to have some questions in mind.
The people who don’t have any questions–I don’t even want to talk about those people, but it never ceases to amaze me.
The dating game show subgenre has its origins in the United States.
The original dating game shows were introduced by television producer Chuck Barris.
Everyone who works here is passionate, and not just about work.