Millennials and their work demands
I just want to shake these idiots (millennials). Do they understand that the typical cost of a new hire (including productivity costs, training costs, HR costs, etc.) is $10K even for a low-level position?
Further, I am not interested in someone working for me who tells me in the interview they are probably going to be gone in 1-2 years. They obviously do not understand that the very leadership roles they seek require insights into the company, its people, its competitors, its systems, and its customers - and those take years to acquire - not days.
I don't care how much you know about technology. I don't care how connected you are with your peers. I want to know what you are going to bring in the long term to my business that is going to justify me hiring you.
Further, I am not interested in someone working for me who tells me in the interview they are probably going to be gone in 1-2 years. They obviously do not understand that the very leadership roles they seek require insights into the company, its people, its competitors, its systems, and its customers - and those take years to acquire - not days.
I don't care how much you know about technology. I don't care how connected you are with your peers. I want to know what you are going to bring in the long term to my business that is going to justify me hiring you.
Previous comments...
Do you want to see a cardiologist who was a urologist last year because he wanted to have 10 different years of experience?
If the goal is knowledge, you can learn a lot about a process by doing two things: learning it, and asking questions about why it gets done that way. Now there are going to be times when the answer is "because we've always done it this way". That is a flag to warrant further investigation - but not an automatic sign of something in need of an "upgrade". You can get to the point (modern operating systems are the classic example) where you spend so much time in "upgrade" mode that you don't spend any time in "get things done" mode. There may be a better way of doing things, but that must be balanced against the cost of the change - and that cost includes not only hardware and software but re-training on new process: frequently the least quantifiable and most expensive part of the process.
If your goal is consistency, you want structures and people that discourage change and breaking things. If your goal is innovation, you want lots of trial and error. In the modern economy, robots are doing tasks that require consistency and the value is generated by innovation, so much so that the word "innovation" is almost becoming a cliche.