3 ms·
People that feel like they are on the border of hire/no-hire. Some people will obviously fail the interview (this doesn't mean they are terrible, or even not q
by cbanek 8y ago
People that feel like they are on the border of hire/no-hire. Some people will obviously fail the interview (this doesn't mean they are terrible, or even not qualified, it just means they didn't do well on your interview). It's easy to say no to these people.
On the other hand, there are some people that will do so well you know you want to hire them. Usually if the process is rigorous enough, these are your slam dunk employees. The problem with them is they will likely ask for a lot of money, but you know they can do the job.
The people that are on the border I think are the hardest. You want to give them a shot, and you may not have had a slam dunk, or they turned you down because the offer wasn't good enough. How do you figure out which people that did "pretty good" are the hires, and which are the no-hires?
- vladimirsvsv77 8y agoI think it is essential to hire the right people, and money it is not the main thing. It is better when people like your product and really want to be part of your company. So if your employees are passioned enough, you can set a compromise. For example, you can offer a lower salary but a higher bonus that depends on a company, department, or particular employee results. Providing an option can be also a fit solution.
- cbanek 8y agoI wasn't really trying to talk about the money. I was talking about if you're on the fence on a candidate as to hire them after an interview (which happens a lot). Do you take a risk and hire them? Do you want to avoid false positives and not? What if you don't have someone you absolutely know will be great for the job you're looking for, how do you pick the best out of your pool?