I am a Big Bag person. A connoisseur, in fact. This traces back to the early days of my career when I began traveling for business in the company of male CEO clients.
You can’t be a female juggling purse, briefcase, cosmetic bag, suitcase, etc. and be taken seriously. You have to be organized. You have to be able to carry everything yourself. You have to consolidate.
Thus the origin of the Big Bag.
My criteria now is the same is it was then:
- Lightweight but sturdy so you can pack it with stuff.
- Pockets and compartments for cellphone, business cards, pens, keys
- Must have interior zipper compartment to secure $$, passport, credit cards
- Zipper or clasp exterior closure
- Long enough handles to carry bag on shoulder
- Preferably rolled handles, not just flat.
- Big enough to hold iPad. Maybe a few file folders.
- Plus cosmetics, eye drops, sunglasses, etc.
- Plus other items
It’s not a casual decision.
When companies go to market for talent, it is the same situation.
There is a roster of requirements. But more importantly, there is a culture, a groove, a comfort level being sought and weighed. A candidate could be brilliant, accomplished, highly-regarded, ready to deliver.
But the fit is the fit is the fit.
And the decisionmaker decides. It’s nothing personal, as it relates to the candidate being a good person with strong experience and qualifications. But it’s very personal, as it relates to the decisionmaker. Who has simpatico? Who will serve best in the trenches of battle, based on the nature of competition, needs of the company and nuances of culture?
We’re all in search of The Perfect Fit.
July 9, 2009