In Part 1 we discussed how technology sometimes creates weak managers. Rather than hire managers with strengths in technology and online business who can mentor and develop new hires, many companies promote managers who are weak in these very areas. Weak but ambitious managers cover their bare backsides by generating overly narrow job descriptions.
Weak managers hire skills.
You'll recognize these managers by the job requisitions they write. Worse, they can't estimate the time it will take a talented new hire to ride the learning curve to success. These managers fear the learning curve because they can't control it. In an effort to quickly beef up their non-existent bench, lots of na ve managers are writing overly narrow job requisitions that make it appear there's not a qualified candidate in sight. Thus the apparent candidate shortage.