Re:My platonic ideal for how engineering hiring should work
by InfiniteRand on Wednesday October 21, 2020 @08:20AM
(#24847040)
To add to this, as a senior employee, bringing someone junior up to speed to the point where they can make actual contributions is a big consumer of time typically. Less so for employees who come in at medium rank but even then there is a hand holding period as the new person gets used to the company culture.
In a sufficiently large company you could have a specialized onboarding team, but you’d need to be careful that the specialized team doesn’t get isolated from the technical culture and needs of the rest of the company
Re:My platonic ideal for how engineering hiring should work
by learc83 on Tuesday October 20, 2020 @08:53PM
(#24843880)
>Because it's a huge financial
It shouldn't be. From my experience, the financial cost that comes from increasing the number of people you fire after a few weeks is less than what companies spend furiously guarding against making a bad hire.
>and organisational burden on the hirer
There's no reason this needs to be the case.
I don't have stats but anecdotally, hiring by personal reference seems by far the most effective way to hire.
> Given this, why not hire lightly and fire lightly?
Because it's a huge financial and organisational burden on the hirer and an even huger (sometimes existential if you live in the U.S. due to health insurance but that's a whole nother rant) burden on the hiree.