hnology and non-technology firms alike. Typically, the high-tech firms, new start-ups with hopes of going public, are having an easier time filling their IT positions as they focus on higher wages, bonus compensation, and stock options. Conversely, non-technology companies with IT needs are finding it difficult to entice qualified candidates to fill their openings. They just can't offer the perks that other technology companies are offering and are losing potential candidates as a result. Today's generation is motivated more by instant gratification and high incomes than benefits packages including medical and dental insurance.In my experience as a manager, I have found it difficult at times to find the best candidates for positions for which I'm recruiting. Though there may be several applicants who possess the necessary technical and business knowledge to perform the tasks, there is a level of uncertainty regarding their ability to work within the culture of the organization. Formal interviews are beneficial in determining some behavioral tendencies, but it is still difficult to determine how individuals will work with others in the organization if hired. If we were to implement a new approach similar to the one depicted in the article, we might be better able to foresee how the candidates will work within their teams, with their co-workers, and with their managers. The interaction could also help uncover any negative tendencies that may be present that might not normally surface until the candidate has been hired into the organization.I agree with the employment experts that organizations may wind up hiring "people who are just fun", but that's a risk that may be worth taking. Business and technical knowledge can be learned by most individuals that have a minimum set of skills, but personality and behavioral skills are much more difficult to alter. Personal skills are not typically learned through any coursework or training...
