Misha Glenny provides some unexpected (and let’s face it rash) conclusions on what to do with quality hackers in his Ted Talk “Hire the hackers!” :
In China, in Russia and in loads of other countries that are developing cyber-offensive capabilities, this is exactly what they are doing. They are recruiting hackers both before and after they become involved in criminal and industrial espionage activities—mobilizing them on behalf of the state. We need to engage and find ways of offering guidance to these young people, because they are a remarkable breed. And if we rely, as we do at the moment, solely on the criminal justice system and the threat of punitive sentences, we will be nurturing a monster we cannot tame.
Although this is an extreme example of a hiring concept, it got me thinking about creative and spirited ideas recruiters and hiring managers devise that challenge conventional wisdom or industry norms.
My interests here revolves around the notion of challenging previous standards of the hiring process by proposing chancy (or simply novel) insights into candidate acquisition.
Here are a few questions for recruiters and hiring managers of all types:
What are some the ideas you’ve come up with concerning hiring practices that were viewed as taboo, or counter-intuitive?
Have you ever defied conventional wisdom by presenting an innovative perspective on what qualities you should value in prospective candidates?
How might a paradigm shift happen in your recruitment space that directly ties to revising concepts on what constitutes a hiring match?
Please share questions and comments on your experiences with us—big or small (or tweet @Entelo).