As someone who has hired over 100 Geospatial professionals, I look for people with passion, skills and the capability to grow. I have only twice hired to "solve a problem" and those were always consultants I brought in to augment my teams. Hire for growth, not reaction.
Genuinely curious, please take these questions as serious. You mentioned three traits, passion, skills and capacity to learn. How do you measure each when hiring? When does lack of skill disqualify someone from your hiring process? If you have only hired to solve a problem twice (most adds for jobs ask to solve something), what positions were you hiring for those other 98+ times?
@@DrChrisGeoscience Passions, Skills and Capacity to learn aren't really quantifiable. They have to be suss'ed out of your interviewee through asking questions, both macro and micro, to understand how they think. Example, a 36-year-old Developer who is "open to learning" is "open to learning" on the company dime. Not willing to burn their midnight oil or bandwidth to pick up GO Lang, or Spatial SQL they aren't curious or passionate. As far as the two "Immediate need" folks go, they were unknown unknowns, that caused an all-hands-on-deck response, and the expertise wasn't in the house or sustainable post event. So we contracted those positions out. I build my teams on expected needs and growth, not what is in my face on a Thursday at 2pm.
@@toddbarr2735 Again, genuinely curious... not looking for a gotcha. In the case above, you are looking for expect need X. All things being equal, are you saying that "Open to learning X" loses out to "I have skills in X"? Next... When does (if ever) "I have skills in X" lose to "I looked up X before the interview to see what I could learn"?
