To my surprise, the kid was later hired for his good IQ, but that organisation did not fire the manager for his oblivion & utter ignorance since 4.2.3 was not even released by google. 🙂
But that’s not the point.
The point is, should we judge any fresh digital marketing talent simply by their knowledge (let me rephrase), by their “borrowed knowledge?”
The answer is a BIG NO!
I agree the quest for hiring digital marketing talent is fairly difficult (for any company) but it need not go through the knowledge lane.
At times,as hiring managers, we must try to find out the intent of individuals, as to what has prompted them to pursue digital marketing as a career option. If digital is a way of life for any individual, then regardless of the smart device they own, they would (and should) have a very strong opinion about its different facets from macro viewpoint.
Finding someone’s perspective (unique or borrowed) can actually become a strong way to differentiate the fresh digital talent available in the market. It will help you to identify who amongst all the candidates, can add some value to the table by their logical &/or lateral thinking.
Another problem which most of the hiring managers would face during this quest is something which is similar to arrange marriages in India. Whenever you meet any new candidate for the interview, often they sound fake in order to get the job.
Now you may argue that faking is not something we can control. Humans are bound to fake, and that’s what my point is. Why to assess them on their borrowed knowledge when you know that they can fake it?
But hang on, you cannot fake a perspective, can you? I agree that you would need to have some knowledge of the subject in question before having an opinion but what you need to judge is whether the candidate offering borrowed perspective (mostly from Google) during the interview?
The hiring needs for digital operations is bound to shoot up exponentially in times to come. A recent review done by 32 marketers on the future of Internet Marketing suggests that the pace of growth in digital jobs in years to follow will outpace any other vertical or horizontal globally.
Now these are just statistical conversations which should be used in right perspective. What is critical for any HR team/ recruitment firm/ hiring manager is forecasting the kind of resources they would need in next 2-3 years.
Ideally, they should carve their quest well in advance & should also decide if they would like to take a detour from knowledge lane.
On that note, I would like to leave you with this wonderful video chat with Itzhak Perlman (leading violinist), who talks about how to identify creative & imaginative talent?