Jeff Hamilton

Technology hiring strategies tend to favor the candidate who possesses an alphabet-soup of degrees, programming languages, and software.

However, in many cases, the applicant who has a wider range of work experience, or additional 'soft skills' not listed in the job description, can often be a better choice.

In addition, the 'generalist', rather than the specialist, can often bring valuable knowledge and expertise into the company hiring them.

Whether a candidate’s motivation to interview is mostly for the paycheck, or for a more compelling reason, is another vastly underrated evaluation criterion in the selection process.

Understanding a candidate’s behavior and motivation is an excellent predictor of suitability for a job or career position, and their likelihood to not only make significant contributions, but be loyal to the company and team.

In this paper, Jeff Hamilton describes in detail how this assessment can be done, to ensure that companies in a position to hire even in these difficult economic times need to make sure they are really getting the best value for their time and money.