There are three keys to keep in mind when hiring and each one had a different priority when looking at different positions.
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Talent is the hardest to find and best predictor of all. When I found someone with a natural passion for diving and teamwork, I knew I had found a winner. Our team provided lots and lots of diving experience. The credentials didn't really matter. Any certification agency was fine if they already had the passion for diving the way we did.
If your hiring a sales person, does the person light up the room when they walk in. Do you instantly trust them? Do they maintain eye contact? If you say "no" to them, are they going to bounce right back and hide behind a computer doing busy work the rest of the day?
I have worked developing leaders in banking and accounting for 5 years and the best employees already had a talent for spreadsheets. Figuring out the formula is easy. Figuring out why numbers do not tie is easy, but if you can't implement the formula correctly or fix the spreadsheet, the employee will never be able to finish the job.
People with talent, just need some experience to kick into high gear. People with experience doing what you already need done will get up to speed faster. Just be careful, if the talent is not there, people will experience are rigid and only know how to do things one way. They were will rigid and defensive that their way is right.
When you mix talent and experience, the talent craves mastery and learning new, different, and exciting ways to solve similar and new problems.
Important, but the least important of all three. Thing of any credentialing agency, university, or hobby (like scuba diving).
Who credentialed the first person?
No one, that first person (or group of people) had talent and built up a lot of experience. Most of that experience came of the expense of making mistakes, paying the consequences and having the capital to continue to push forward.
Credentials are a short cut.
A great interview gets away from the resume and credentials and gets to the nitty gritty of gauging just how much raw talent that person has for the position you need filled.