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This works very well for contractors, less so for full-time employees. You can't just fire somebody on a whim, at least not for free, not even in the US, let al
by qsort 1y ago
This works very well for contractors, less so for full-time employees. You can't just fire somebody on a whim, at least not for free, not even in the US, let alone in most of Europe.
To be clear, I'm not saying worker protections are bad, just that if firing is much more expensive than hiring, you can't really afford to hire any warm body that walks through the door. These days everyone and their mother is in CS, there are many more talented people than ever, but also more duds than ever.
- skeeter2020 1y agoIME: the only valuable signal comes from direct personal referals. If you have someone who you think is good, and they recommend someone who they say is good from a previous engagement, odds are it will work out. There's a transitive, holistic measure in play; they're not going to destroy their reputation by recommending a weak player or even a strong jerk. The problem here is scale (you quickly milk direct networks dry) but nothing else seems to work well.
- surgical_fire 1y ago> firing is much more expensive than hiring It's the reason why most jobs, even in Europe, have a probation period. During this oeriod firing is inexpensive. In my current employment the probation period was 6 months. If in 6 months you still can't figure out if a hire was good or not, interviewing won't save you.
- marcosdumay 1y ago> firing is much more expensive than hiring So... The solution is putting your most senior people doing week-long interview rounds for each candidate?
- epolanski 1y agoYes, you can even in Europe where you have high protections like in Italy, there's a probation period. Standard is 3 months, higher seniority can be even 6. It's also the reason why e.g. Italians don't change jobs for 10/20% higher salary, you don't want to go through probation.