{"id":372,"date":"2014-06-05T16:04:25","date_gmt":"2014-06-05T20:04:25","guid":{"rendered":"http:\/\/www.drheleno.ca\/?p=114"},"modified":"2019-09-16T09:47:32","modified_gmt":"2019-09-16T13:47:32","slug":"when-hiring-use-bring-versus-learn-concept","status":"publish","type":"post","link":"https:\/\/ioadvisory.com\/blog\/when-hiring-use-bring-versus-learn-concept\/","title":{"rendered":"When Hiring, Think about the “Bring vs. Learn Concept”"},"content":{"rendered":"

In my last blog post<\/a>\"Hiring<\/a>, I talked about how job simulations are great for employees and employers. Simulations are great for employers and hiring managers because they allow them to gain insights about how a potential employee may perform in the job. They\u2019re also great for job applicants because they allow them to show<\/em> their worth in a powerful way even if they are humble and understated during an interview.<\/p>\n

When I work with employers as an HR Consultant<\/a>, I like to ask them what they\u2019d like their next employee to \u201cbring<\/em>\u201d into the job and also what things the right employee can \u201clearn<\/em>\u201d on the job. I call this the \u201cBring vs. Learn<\/strong>\u00a0Concept.<\/strong>”<\/p>\n

\"bring<\/a>Many jobs, especially \u201chigh stakes<\/strong>\u201d jobs, require that you bring specific knowledge with you to work from day one. For instance, nobody wants their dentist to be learning how to fix teeth on the job, they need certain skills and knowledge from the start.<\/p>\n

There are, however, countless roles were much learning can be done while on the job \u2013 as long as the person doing the on-the-job learning is the right person. Some retail\/sales jobs can be done well by someone who has the right interpersonal skills or personality once they’ve learned about the products and services provided by the company that has hired them.<\/p>\n

The takeaway here is that, when hiring, it\u2019s worth thinking about what can be learned on the job and what an employee needs to possess from day one (i.e., bring with them when they start the job). This single concept can help you focus on the right things when interviewing and comparing job applicants. This is one of my strengths; I’ve done this type of work for various types of positions.<\/p>\n

In future blog posts, I’ll discuss a related topic: hiring staff<\/a><\/strong> who have the right soft skills<\/a><\/strong>. In that article, you’ll see why it’s important to hire people who bring the right soft skills with them since it’s not easy to learn soft skills.<\/p>\n

 <\/p>\n

I invite you to contact me<\/strong> by<\/strong> phone<\/strong><\/a>,\u00a0email<\/a><\/strong>, Twitter<\/a><\/strong>, Facebook<\/a><\/strong>, or LinkedIn<\/a><\/strong>\u00a0if you’d like me to help you decide on what your next hire needs to bring to the job<\/strong>. I can develop interview questions and\/or simulations to determine which job applicants have the essentials from day one and are capable of learning the rest after they start.<\/p>\n

 <\/p>\n

More than career coaching,\u00a0it\u2019s career psychology<\/em>\u00ae.<\/p>\n

 <\/p>\n

I\/O Advisory Services<\/a>\u00a0\u2013 Building Resilient Careers and Organizations.\u2122<\/p>\n

 <\/p>\n

Easily share this article using any of the social media icons below.<\/p>\n","protected":false},"excerpt":{"rendered":"

When I work with hiring managers and business owners, I ask them what their next employee must \u201cbring\u201d into the job from day one – and also what things the right employee can \u201clearn\u201d on the job. 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