2nd effort wrote
Quote:
Just because Rod Butters places his beleif in 'The Process', psychometric testing and panel interviews does not necessarily mean that this is or should be the be all and end all of recruiting assistant coaches. It has been my experience in the industries that I have worked in that generally if somebody is well known and respected within an industry, and they become available it is good you need somebody like that, and they come available, it is good practice to go and get them.
Hiring well respected people who are a known quantity or are well recommended by trusted sources is generally better than hiring unknowns who do a good job at the interviw or test. This is especially true in smaller professions where most everyone is known in some capacity by the industry, like the AFL.
I find it amazing that people would prefer to put their trust in a contracted headhunter/psychometric testing/board interviews over the respected judgement of industry professionals.
Just because Rod Butters beleives in 'The Process' doesnt mean we all have to!!!
Well said 2nd E.
Fluffy process vs pragmatism. I'll take the real person who doesn't perform his well versed responses in a psych test.
I've always employed people that have presented themselves well with me, and not so well in psych tests....and I've been spot on.
In fact, all marketing assistants I've employed, did not have a marketing background...all were great choices, as they had a more roll up the sleeves attitiude and business acumen than all the theory based post grads my counterparts employed. Every time....now that's not luck!