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Original are insistent and resilient
- Present a problem — but leave out a piece of information. Originals don't give up in the face of obstacles; they find ways around or through them.
- Evaluate the response to difficult situations. The originals are the ones who expect that people would be motivated to take initiative and change the situation.
- Ask in which job was he most miserable? Why and how did he deal with it? Even if an original does not like the work, he would still finish it.
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Notes on Evaluating Originals
- Corral references until they’re candid. You have to put references in a position where they have no choice but to be candid with you. The easiest way to do that is to give them forced choices of 2 undesirable attributes.
- Use a prepared scoring key. It's much more effect...
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Originals and Where to Find Them
- Unsung Heroes. For each major innovation or movement, there are catalysts that fade into the background of what they create.
- Insubordinates. It's important to triage troublemakers, but in doing so, don't miss an original in your midst.
- Those who have been fi...
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To identify an Original...
- Start at the bottom of the CV. Look for people that have multi-functional backgrounds; breadth is critical for creativity.
- Look for diversity of role models — and distribution of their impact. Originals internalize others' perspective and construct new sets of ideas.
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Hire Originals at Startups
- To develop a resilient culture. An environment with people who think differently will put you into much better position to continuous innovation.
- To anticipate market movements. Originals bring fresh ideas that can challenge your business model, your assumptions and pri...
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Questions that will identify originals:
- How would you improve our interview process?
- Tell me about the last time that you encountered a rule in an organization that you thought made no sense. What was the rule? What did you do and what was the result?
- Why shouldn't I hire you?
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