I’ve been thinking a lot about knowledge and context recently. Specifically, when it comes to job interviews. We’re trying to create an experience that enables candidates to demonstrate their knowledge and therefore their fit for a certain role. And yet, it is easier said than done.
I first came across this issue, watching a talk by Jabe Bloom. In the five years since it was given, I must have watched it close to a dozen times, which is extremely unusual in my case. It’s probably one of the most knowledge-packed talks that I’ve ever watched and I’m still unpacking bits and pieces of it.
In his talk, Jabe references Dave Snowden’s work around knowledge management, which I was able to trace back to this short post that’s now a decade old:
Based on a more detailed paper, which I wasn’t able to find (yet), Dave lays out his 7 principles of knowledge management:
- Knowledge can only be volunteered it cannot be conscripted
- We only know what we know when we need to know it
- In the context of real need few people will withhold their knowledge
- Everything is fragmented
- Tolerated failure imprints learning better than success
- The way we know things is not the way we report we know things
- We always know more than we can say, and we will always say more than we can write down
See more detailed descriptions in the original piece, but I find these to be quite profound. #2 and #7 are particularly interesting in the context of interviews…