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Permalink Reply by Ray van den Bel on March 19, 2010 at 12:14pm

Hello Saleem, good question.

First I think that depends on the kind of company and position you are talking about. If the company has high values in developing / stimulating creativeness, they will prioritize raw talent over experience. That talent can only develop itself in that environment if the candidate has a matching networking style, in this case probably the 'inventor' networking style or the Artist networking style. It is the axis of 'creativity'.

On the other hand if the company wants to 'better' an existing process or product they'll need 'excellence' and thus experience, they'll need Advisors and Team-players. This axis ensures 'excellence'

Finally, if the company wants to focus on productivity they'll need Specialists and Managers, this axis ensures productivity.

Underneath you'll find the schematics, one additional secret behind the ON Networking model is now opening up to the general public (but I'll keep it a bit invisible by only displaying it here..

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Permalink Reply by Anne Thompson on March 21, 2010 at 3:05pm

Saleem,
I like your question because I believe it is true that as we grow from our experiences we develop the ability to apply our talents and skill to new situations. What an uncreative and "at sea" world we would have if we didn't invite new talent to help us find better solutions. From a cost perspective, though, when looking at someone with more raw talent than experience it would be important to really understand the candidate's past experiences and how they helped him or her become ready for this one with your company. If they can clearly demonstrate that and they have a track record of finishing projects (are not just starters) they may turn out to a wonderful asset to your project. Beyond that, I would agree with Ray's comments about personality type. Thanks for the question.

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Permalink Reply by Saleem Qureshi on March 21, 2010 at 4:01pm

@Ray, your schematic is nice and colorful, but I am failing to see how it can assist in the hiring process. Suppose I have a talent pool to Telecom Engineers, how can I use it to determine who is raw-talent and who is experienced?

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