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>>I agree that most people hiring consultants have pre-determined solutions and want someone who can make them happen.
>>First- that doesn't make that right.
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>I can't recall where I heard this - and I might have heard it from more than one source. But right now in the United States, as much as 40% of "new blood" in the I.T. industry is coming from contractors. Wouldn't surprise me a bit.
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>The average turnover ratio (according to Dept of Labor Stats) in the I.T. industry is about 17 months.
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>But someone can turn that around in their favor. If a candidate can prove (proactively) in the very first interview that they've got soft-skills and can speak intelligently (and have the chops in whatever area is needed)....if the candidate can demonstrate some level of confidence that they can be productive pretty early on, that'll give the company the "tingle up their leg".
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>I've seen this many times....companies interview candidates in a manner not unlike speed-dating. There are things a candidate can do to make that company want to "hit the sheets" with the candidate (and stop looking at other candidates), and there are some missing in that article.

Tingle up their leg? Hit the sheets? It sounds like the interview processes you have seen are a lot more lively than mine ;-)