أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
Most decision makers in the hiring process would be focused on the number of years of experiences, others may dig deeper into the "Why" dogma, why did you leave these jobs? on the other hand there are those decision makers who would focus on the competencies that were used, sharpened and ready as necessary performance job tools. Furthermore, the question arise when you interview someone with many documented studies, training, and education and in setting the stage for behavioral ( past behavior) and situational ( future potential ) to examine the candidate competencies,, the result may not tally to the documented education! What direction would your decision be built upon based on above facts?
ideally for competencies as now a days its quite difficult to out competent in education or skills competent
Tough decision yet I would personally go for the competence.
Simply because with education you learn the theory of making things done, which experience teach you the real deal. And this is exactly what the company need.
Obviously, before jumping into hiring someone with only competence and no educational background, a simple test of skills is required.
YES TRICKY QUESTION, I WILL GO FOR COMPETENT FELLOW BECAUSE PROFESSIONAL QAULIFIOCATION GIVE YOU ONLY GOOD DEFINATIONS OF THE TRADES. THERE IS NO SUBSITUTE FOR EXPERIENCE IN THIS WORLD.
It depends on the situation:
1. For fresher, we emphasis or excellent academic qualification.
2. For supervisory position, we emphasis for competency mapping assessment.
I would clearly base my decision primarily on competencies and past performance rather than academic qualifications, but within reasonable limits. If the position requires in depth technical understanding I would be critical if the candidate does not have a degree in a technical discipline. But more importantly would be to speak with a reference who managed or worked with the person in the past to get a clear understanding of what to expect of the candidate.
If the position requires a hungry sales talent I would look at past sales performance and indications that the candidate is fit for the position. Poor academic results would be quite irrelevant if the candidate has proven sales results.
I may offend a few people by saying this but I will say it.
A PM without a PM certification is not a PM. They have learned PM from somewhere or somebody. Who is to say that they have learned the correct and most efficient way of doing things?
A person who has the education and the experience can combine both to give you the best outcome, good decisions and efficiency.
