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Recruiting / Hiring GTD People

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  • Recruiting / Hiring GTD People

    Would you believe that a resume search on Monster.com yields exactly ONE candidate who lists GTD as a skill / keyword within the IT Project Management category?

    Does anyone have a website recommendation for recruiting talented people who are at least familiar with GTD, if not a disciplined practitioner of its principles?

    Is there HireGTD.com site out there that I'm missing?

    Thanks for your time.

    - Justin

  • #2
    Originally posted by allatps View Post
    Would you believe that a resume search on Monster.com yields exactly ONE candidate who lists GTD as a skill / keyword within the IT Project Management category?

    Does anyone have a website recommendation for recruiting talented people who are at least familiar with GTD, if not a disciplined practitioner of its principles?

    Is there HireGTD.com site out there that I'm missing?

    Thanks for your time.

    - Justin
    Maybe they're all already in great jobs (:

    But seriously speaking I don't think it matters. I know David Allen says he has no idea if his staff use GTD, as long as they don't drop the ball on anything. If I'm hiring, I might be interested if they use GTD, but nothing more, and it would be a minor factor. After all GTD doesnt make you good by itself. At its best it gives you a clear view of the game, but you still have to do the work. It doesnt do your reports, presentations and meetings for you.

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    • #3
      re: GTD Experts

      I agree with bishblaize. Besides, even if people listed GTD on their resume or claimed to be a GTD expert, there's no guarantee they know how to do much more than make a next action list. Having GTD listed on a resume, and hiring them on that basis, could greatly disappoint. It's probably better to encourage a culture of GTD in the organization and interview people on the basis of whether they have the aptitude and desire to inculcate those habits or not.

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      • #4
        There are discussions on this forum regarding whether to put GTD on one's CV. And there are some good reasons mentioned there as to why not. (Like to some employer who does not know about it, it may be totally irrelevant. And trying to describe it in general terms like "systematically handling commitments", sounds too general.) May be those are precisely the reasons why you found only one even if there could be many more who just don't mention it? And I agree with others: mere mention of GTD on CV is neither sufficient nor necessary when one looks for people.

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        • #5
          How about checking who/what s they follow on twitter & linked in & face book?

          One thing that will give you some ideas of a candiates interest/familiarity with GTD is what they follow on social media like twitter, Linked In, Facebook etc?

          Watch out is - "Interest" in does not equal "competence".
          After all the reference check should be asking about their reliability and self/staff/project management skills.

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