Aug 15, 2023·edited Aug 15, 2023Liked by Henry Oliver
Great book idea. Another name to add to your list is Colnel Sanders. He founded KFC after turning 60.
Working in a corporate environment I also think theres alot of ass covering. If you hire someone and they don't turn out, atleast their resume looks good.
I'm particularly exercised at the moment by the problem the Civil Service and too many related quangos and NGOs are creating for themselves by this numb-brain insistence on demonstrated experience to drive recruitment and promotion. Hours and hours wasted by perfectly good candidates having to jump through hoops to prove they already have the experience to do the job they are applying for...rather than giving them the benefit of the doubt that they ought to be able to learn on the job.
I had an interesting experience and an NGO that was a first provider of logistics in natural or human caused disasters around the globe. My 30 year career had all been in leading global logistics on the operations side which is what the NGO was looking for. I interviewed at every level including the Board and the CEO - the final outcome was that although I had what they were looking for I hadn't spent my career inside and NGO and therefore I wouldn't have the understanding to succeed. No way forward in some circumstances.
Mr. Oliver, another reason your work is so important is the modern instability of work life--in addition to the the longer span of working life because of the change from physically challenging jobs to mentally-challenging information jobs. I have had four distinct careers in my life. I made a living in the first career, was moderately successful in 2 and 3, and am an aspiring practitioner of the 4th (but I'm not finished yet, so we'll see how I do in this one). In the last three of my careers, I was a writer, although since all four were in distinct industries, so my careers counted only marginally across employment fields. (But writing is writing, so nothing was wasted!)
Henry, As usual an interesting and engaging article. Thought provoking. It made me think of David Brook's book, The Second Mountain. But that is a different sort of Late Blooming. Best wishes for your book.
When I worked in the recruiting space I HATED the "talent gap." There is no such thing. The talent gap was simply the inability--through laziness and/or stupidity--of companies to hire people that could grow into a job. Instead companies hire for the EXACT experience. Not just field but industry and sub-industry and specific technology and skill sets. It leads to very safe but mediocre hires. Breakthrough potential comes from hiring someone with ability and lots of diverse experience that they can apply to new challenges.
Thanks, I found this inspiring and I look forward to the book. I was made redundant at 47 and currently still looking for a new job. It feels quite freeing but there are more difficult moments also.
Could you give the name of the paper reviewing recruitment practices?
This is my favourite idea ever, selfishly so...
It’s never too late :)
Great book idea. Another name to add to your list is Colnel Sanders. He founded KFC after turning 60.
Working in a corporate environment I also think theres alot of ass covering. If you hire someone and they don't turn out, atleast their resume looks good.
I'm particularly exercised at the moment by the problem the Civil Service and too many related quangos and NGOs are creating for themselves by this numb-brain insistence on demonstrated experience to drive recruitment and promotion. Hours and hours wasted by perfectly good candidates having to jump through hoops to prove they already have the experience to do the job they are applying for...rather than giving them the benefit of the doubt that they ought to be able to learn on the job.
Very off putting for good people!
I had an interesting experience and an NGO that was a first provider of logistics in natural or human caused disasters around the globe. My 30 year career had all been in leading global logistics on the operations side which is what the NGO was looking for. I interviewed at every level including the Board and the CEO - the final outcome was that although I had what they were looking for I hadn't spent my career inside and NGO and therefore I wouldn't have the understanding to succeed. No way forward in some circumstances.
Madness
Ive always been a late bloomer—can’t wait to read your book!
Mr. Oliver, another reason your work is so important is the modern instability of work life--in addition to the the longer span of working life because of the change from physically challenging jobs to mentally-challenging information jobs. I have had four distinct careers in my life. I made a living in the first career, was moderately successful in 2 and 3, and am an aspiring practitioner of the 4th (but I'm not finished yet, so we'll see how I do in this one). In the last three of my careers, I was a writer, although since all four were in distinct industries, so my careers counted only marginally across employment fields. (But writing is writing, so nothing was wasted!)
totally---have a whole section on this in the book!
Great read. Looking forward to your book.
Late blooming is such an interesting topic. Thank you for your insights and skill in expressing the
Thanks!
Henry, As usual an interesting and engaging article. Thought provoking. It made me think of David Brook's book, The Second Mountain. But that is a different sort of Late Blooming. Best wishes for your book.
Yes that’s a good book--thanks!
When I worked in the recruiting space I HATED the "talent gap." There is no such thing. The talent gap was simply the inability--through laziness and/or stupidity--of companies to hire people that could grow into a job. Instead companies hire for the EXACT experience. Not just field but industry and sub-industry and specific technology and skill sets. It leads to very safe but mediocre hires. Breakthrough potential comes from hiring someone with ability and lots of diverse experience that they can apply to new challenges.
Thanks, I found this inspiring and I look forward to the book. I was made redundant at 47 and currently still looking for a new job. It feels quite freeing but there are more difficult moments also.
Could you give the name of the paper reviewing recruitment practices?
Sure---https://home.ubalt.edu/tmitch/645/session%204/Schmidt%20&%20Oh%20MKUP%20validity%20and%20util%20100%20yrs%20of%20research%20Wk%20PPR%202016.pdf