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That depends on why they're bad at selling themselves. For instance, if they get ridiculously self-conscious when the conversational focus is on them, that shouldn't get in the way of selling something else.

Hi, I'm Noah and I head BD for Better Work World, the organization I have started with Brooke to help firms hire the way he did. As for the above comment, this is true but the larger point is that, if the job isn't explicitly a sales position or doesn't require gaining internal agreement (like, say, many managerial roles)`one's ability to sell one's self in an interview is somewhat irrelevant, wouldn't you agree? Think about it: if you are a coder and happen to have several social anxiety issues, you would probably be an awful interview. But who cares? The market for coders is so hot it seems that has been largely accepted, albeit implicitly, but for less hot positions, not so much. We believe candidates win and hiring managers win when you focus on getting people to DO the work as opposed to talk about doing the work. When Brooke hired this way he found people he would have never hired through reviewing resumes, so thats a win for both of them, and those whom he did not hire-- many of whom had been unemployed-- would usually quickly find jobs elsewhere because they were given the opportunity to do relevant work, network, etc. To me, that beats the standard, "what's your biggest weakness?" line of questioning any day of the week.

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