El decano de Pixar University sobre cómo seleccionan a su personal (el de Pixar)
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Mostly, it’s about hiring ultra-nerds with good communication skills. To wit: You want people who have become exceptional at a tiny discipline, no matter how obscure or dorky, since it’s that compulsion to truly master something that predicts how they’ll handle a new task. (Wannabe Pixar employees: Don’t bury your unicycle or juggling skills on your resume.) Another idea is looking for people who have failed and overcome — as [HR chief Randy] Nelson puts it, “The core skill of innovators is error recovery not failure avoidance,” which is key if you’re asking someone to solve a never-before-solved problem. But perhaps the squishiest trait is the ability to make others around you better, through communication and camaraderie.
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La cuestión es, como la del anuncio del antigripal, si quieres contratar innovadores o prefieres personas que cumplan bien con las tareas asignadas (Hellmann, Thomas F. and Thiele, Veikko,Incentives and Innovation: A Multi-Tasking Approach(November 12, 2008).)
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