I think what really filters down the number of candidates significantly is that most organizations want to fill ops-roles with people who are able to do their job very autonomously. This means that a premium is put on something like value-alignment and good judgment. These two factors significantly narrows down the talent pool.
I’m curious how do you think this is evaluated in practice. I’d expect this to map mostly to homophily&trust networks based hiring and risk-aversion on the org side. So my hypothesis is the pool is not narrowed down by value-alignment and good judgment per se, but by difficulties in signalling these qualities.
Interesting, do you think there are ways to practice or increase value-alignment/good judgment? For example by doing an internship at the organisation in question? Or having a practice period either at the organisation, or through a training programme organised by someone else?
I think what really filters down the number of candidates significantly is that most organizations want to fill ops-roles with people who are able to do their job very autonomously. This means that a premium is put on something like value-alignment and good judgment. These two factors significantly narrows down the talent pool.
I’m curious how do you think this is evaluated in practice. I’d expect this to map mostly to homophily&trust networks based hiring and risk-aversion on the org side. So my hypothesis is the pool is not narrowed down by value-alignment and good judgment per se, but by difficulties in signalling these qualities.
Interesting, do you think there are ways to practice or increase value-alignment/good judgment? For example by doing an internship at the organisation in question? Or having a practice period either at the organisation, or through a training programme organised by someone else?