In my last post, I talked about how job simulations are great for employees and employers. Simulations are great for employers and hiring managers because they allow employers to gain insights about how a potential employee may perform in the job. They’re also great for job applicants because they allow applicants to show their worth in a powerful way.
When I work with employers, I like to ask them what they’d like their next employee to “bring” into the job and also what things the right employee can “learn” on the job. I call this the “Bring vs. Learn” concept.
Many jobs, especially “high stakes” 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.
There are countless jobs were much learning can be done while on the job – 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.
The take-away here is that, when hiring, it’s 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 one concept can help you focus on the right things when interviewing and comparing job applicants. I’ve done this type of work many times for various types of positions.
Please contact me by email, Twitter, Facebook, or LinkedIn if you’d like to discuss these issues further, or if you’d benefit from interview questions and/or simulations designed to determine which job applicants have the essentials from day one and are capable of learning the rest after they start.