4 ms·

> Do you interview all potential candidates, or do you order the candidates based on a few factors such as their resume and the referrers credibility... Yes, a

> Do you interview all potential candidates, or do you order the candidates based on a few factors such as their resume and the referrers credibility... Yes, assuming the candidates background/experience is within range; usually a 30 minute Skype/phone screen will suffice as a first step in the process. Decide quickly, either move them forward to in-person meetings or thank them for their interest. > Second, would the referrer feel the negative consequences of a bad hire. Yes, match-making humans is tricky at best. We all want to be loved. Same in the workplace. Grown-ups get it. > Do you fish for the "best" candidate of a bunch or do hire as soon as you find a "hire-able" candidate? Scorecard what you're looking for in a candidate. Some very basic criteria 1) Can they DO the job? 2) Will they DO they job? 3) Can you live with them?

jrs235 11y ago
I posted this tangent on a different thread here too but would like to get your thoughts: On a slightly different note: in the past we have taken current developers and a potential hire out for lunch to see if there is "cultural fit". I don't like this idea anymore unless, we have agreed and intend to hire the candidate pending the lunch. However, the existing developers will not be able to override the hiring decision as it is not for them to say "no" but rather it is an opportunity for the candidate to decide if they can get along with the existing team? Is that fair?
- jrs235 11y ago
  Why can't the existing team say "no"? Because I hope I didn't make a mistake and hire non-professionals who can't work with others in a professional environment. i define a professional environment to mean setting aside personal and private matters to conduct business oriented tasks. Will personalities conflict? Very possibly. What is a managers job? To manage people (and personalities) in order to achieve results. If there are severe issues with the new hire it may mean that an existing team member needs to go (or the new hire) whichever one is not setting personal/private issues aside...
- deleted 11y ago
  [deleted]
- JSeymourATL 11y ago
  > an opportunity for the candidate to decide if they can get along with the existing team? Is that fair? Earning both 'team buy-in' and helping a potential hire gain 'good-fit' insight with his prospective colleagues is a best practice in hiring. Better still, allow the potential hire & current developers meet 1:1 on the company card without your supervision. It implies trust and executive competence.

jrs235 11y ago

I posted this tangent on a different thread here too but would like to get your thoughts: On a slightly different note: in the past we have taken current developers and a potential hire out for lunch to see if there is "cultural fit". I don't like this idea anymore unless, we have agreed and intend to hire the candidate pending the lunch. However, the existing developers will not be able to override the hiring decision as it is not for them to say "no" but rather it is an opportunity for the candidate to decide if they can get along with the existing team? Is that fair?

jrs235 11y ago
Why can't the existing team say "no"? Because I hope I didn't make a mistake and hire non-professionals who can't work with others in a professional environment. i define a professional environment to mean setting aside personal and private matters to conduct business oriented tasks. Will personalities conflict? Very possibly. What is a managers job? To manage people (and personalities) in order to achieve results. If there are severe issues with the new hire it may mean that an existing team member needs to go (or the new hire) whichever one is not setting personal/private issues aside...
deleted 11y ago
[deleted]
JSeymourATL 11y ago
> an opportunity for the candidate to decide if they can get along with the existing team? Is that fair? Earning both 'team buy-in' and helping a potential hire gain 'good-fit' insight with his prospective colleagues is a best practice in hiring. Better still, allow the potential hire & current developers meet 1:1 on the company card without your supervision. It implies trust and executive competence.