A Toast “to the crazy ones,” by Steve Jobs

Here's to the crazy ones, the misfits, the rebels, the troublemakers, the round pegs in the square holes... the ones who see things differently — they’re not fond of rules... You can quote them, disagree with them, glorify or vilify them, but the only thing you can't do is ignore them because they change things... they push the human race forward, and while some may see them as the crazy ones, we see genius, because the ones who are crazy enough to think that they can change the world, are the ones who do.

                                                                                                                                                                     Steve Jobs

http://www.tecca.com/columns/steve-jobs-in-quotes/

Post inspired by Tim Spagnola's blog post entitled: No Client, I will not send your ideal candidate Oct 6, 2011 and the passing of Steve Jobs

I am often guilty, as a recruiter, of recommending candidates for employment consideration that don’t exactly fit the specifications an employer (hiring manager/HR rep) provides for my recruiting support effort.  Why is this?  Well, it’s not because I’m a contrarian or misinterpret the requirements.  It’s simply because I look for people who have the capability to do the front job, but more importantly, have the potential to do the next-up job(s).  This to me is the critical aspect of placing a viable job candidate in the first place.  And, not surprisingly, this often flies in the face of what an employer prefers in a candidate for employment consideration—as Tim Spagnola alluded to in his blog post.

As recruiters I feel we have an obligation to help our clients see the bigger picture—even if it may mean to read them the riot act.  Is this counter productive?  Not if it saves them money and bad press if they're inviting a lawsuit.  I get push-back, but I also get a lot of “yes” decisions, with sincere "thank you" follow-ups when my candidates start proving their value.  Yet the “no” decisions dominate probably for the same reason that motivated Tim to post his candid blog on a pervasive subject.

Yes, we're in the business of finding and placing the best talent available.  But I think we're obligated to also make a difference--like suggesting that quality can also mean diversity...and help make that happen.

How extreme have some of my finds and recommendations been?  Imagine recommending candidates who have spent the last 24-36 months in State prison.  Candidates with “priors, tats and attitude” to HP, Xerox and IBM to name a few.  I was part of an effort that did just that—and we placed many.  Am I crazy?  A little.  Does my phone ring off the hook?  I wish it did.  My point—I tend to follow the simple logic that there is talent and there is rare talent.  I don’t place everyone, but I have made a living helping both sides of the equation—for candidates and employers--to come together for mutual benefit.

Steve Jobs made his mark in many beneficial and lasting ways.  What also distinguished him from the pack was his respect for “the crazy ones”—partly because he was a little crazy himself.  I see this as an important lesson for external recruiters, corporate Gatekeepers/recruiters and hiring managers from Steve Jobs.