according to research, what kind of job interview is most successful at predicting job performance? This is a topic that many people are looking for. star-trek-voyager.net is a channel providing useful information about learning, life, digital marketing and online courses …. it will help you have an overview and solid multi-faceted knowledge . Today, star-trek-voyager.net would like to introduce to you Looking for a job? Highlight your ability, not your experience Jason Shen – YouTube. Following along are instructions in the video below:
“Know who i m envious of people who work in a job nthat has to to do with their college major laughter journalists who studied journalism engineers who studied engineering truth is these folks nare no longer the rule. But the exception a 2010 study found that nonly a quarter of college graduates work in a field nthat relates to their degree. I graduated with not one nbut two degrees in biology to my parents dismay ni. Am.
Neither a doctor nor. A scientist laughter. Years of studying dna. Replication nand photosynthesis.
Did little to prepare. Me nfor a career in technology. I had to teach myself everything nfrom sales marketing strategy. Even a little programming on my own.
I had never held the title nof product manager before i sent my resume in to etsy. I had already been turned down nby google and several other firms and was getting frustrated. The company had recently gone public. So as part of my job application.
I read the ipo filings from cover to cover and built a website from scratch nwhich. Included my analysis of the business and four ideas for new features. It turned out the team was actively nworking on two of those ideas and had seriously considered a third. I got the job.
We all know people who were ignored nor overlooked at first but went on to prove their critics. Wrong my favorite story brian acton. An engineering manager who was rejected nby both twitter and facebook before cofounding whatsapp the mobile messaging platform nthat would sell for 19 billion dollars the hiring systems we built nin the 20th century are failing us and causing us to miss out non people with incredible potential. The advances in robotics nand machine.
Learning and transforming the way we work automating routine tasks nin. Many occupations while augmenting and amplifying nhuman labor in others at this rate. We should all be expecting nto do jobs. We ve never done before for the rest of our careers.
So what are the tools nand strategies. We need to identify tomorrow s high performers in search for answers. I ve consulted nwith leaders across many sectors read dozens of reports and research papers and conducted some of my own ntalent experiments. My quest is far from over.
But here are three ideas to take forward one expand your search. If we only look for talent nin. The same places we always do gifted child programs ivy league schools prestigious organizations. We re going to get nthe same results we always have baseball was transformed nwhen the cash strapped oakland athletics started recruiting players nwho didn t score highly on traditionally valued metrics nlike runs batted in but who had the ability nto help the team score points and win games.
This idea is taking hold noutside of sports. The head of design nand research at pinterest told. Me that they ve built none of the most diverse and high performing teams nin silicon valley because they believe nthat no one type of person holds a monopoly on talent. They ve worked hard nto look beyond major tech hubs and focus on designers portfolios not their pedigrees.
Two hire for performance inspired by my own job experience. I cofounded a hiring platform ncalled headlight. Which gives candidates nan opportunity to shine just as teams have tryouts nand plays have auditions candidates should be asked nto demonstrate their skills before they re hired. Our clients are benefiting nfrom 85.
Years of employment research. Which shows that work samples are one of the best predictors nof success on the job. If you re hiring a data. Analyst give them a spreadsheet of historical data nand.
Ask them for their key insights. If you re hiring. A marketing manager have them plan a launch campaign nfor. A new product and if you re a candidate ndo.
N t wait for an employer to ask seek out ways to showcase nyour unique skills and abilities outside of just the standard nresume and cover letter three get the bigger picture. I ve heard about recruiters. Who are quick nto label. A candidate.
A job hopper based on a single nshort stint on their resume. Read about professors who are more likely nto ignore identical messages from students because their name nwas black or asian instead of white. I was almost put on na special needs track as a child a month into kindergarten. My teacher wrote a page.
Long memo noting that i was impulsive had a short attention. Span and despite my wonderful curiosity. I was exhausting to work with laughter. The principal asked nmy parents into a meeting asked my mother if there nhad been complications at birth and suggested.
I meet nwith. A school psychologist. My father saw what was happening and quickly explained nour family situation as recent immigrants nwe lived in the attic of a home that cared for adults nwith mental disabilities. My parents worked nights nto make ends meet and i had little opportunity nto spend time with kids my own age is it really a surprise nthat.
An understimulated five year old boy might be a little excited nin a kindergarten classroom after an entire summer by himself until we get a holistic view of someone our judgment of them nwill always be flawed let s stop equating nexperience with ability credentials with competence. Let s stop settling nfor. The safe. Familiar choice and leave the door open nfor someone who could be amazing we need employers to let go nof.
Outdated. Hiring practices and embrace new ways nof identifying and cultivating talent and candidates can help nby learning to tell their story in powerful and compelling ways. We could live in a world where people nare seen for what they re truly capable of and have the opportunity nto realize their full potential so let s go out and build it thank you applause. ” .
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Very few of us hold jobs that line up directly with our past experiences or what we studied in college. Take TED Resident Jason Shen; he studied biology but later became a product manager at a tech company. In this quick, insightful talk about human potential, Shen shares some new thinking on how job seekers can make themselves more attractive — and why employers should look for ability over credentials.
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