4 ms·
The solution to the fear of being at fault is to ask the person making the referral a question like: [ ] I have first-hand experience of the candidate's te
by gav 8y ago
The solution to the fear of being at fault is to ask the person making the referral a question like:
[ ] I have first-hand experience of the candidate's technical skills
[ ] I have first-hand experience of the candidate's character
[ ] Neither apply
I've worked at several places with versions of this; they want referrals in the pipeline to avoid having to pay recruiters, there's no skipping interviews.
- dahart 8y agoRecruiters are expensive, but good ones are worth it. I like having a mix of recruits and referrals. I could have answered that in the affirmative, but I suspect it wouldn’t help, for several reasons: If I get someone hired who doesn’t work out, it would still be my fault, and everyone would know it, even if I did double-vouch for them, or disclaim it, either way. When someone doesn’t fit in, in my experience, it’s usually due to people’s agendas and desires, and not usually because their technical skills or character is questionable. One friend I referred recently had moved and just needed a job. He was interested in checking out the place I worked. At the time I had switched from embedded development to web, and he was considering a similar move. He bombed the interviews even though I know he’s both technically competent and of high character. He wasn’t as interested in web as he made it sound, he just didn’t want to hurt his chances. I was worried he’d be upset with me, but he called me after he got rejected and apologized, then told me he was glad it didn’t work out because it didn’t seem like his cup of tea. I’m glad I had the safety net of the interviews, because it would have been bad if he’d been hired. I would totally still refer the same guy again, because I know he’s a good hire.