“The best time to fire someone is during the interview process.”
– My neighbor, Al, walking back from the bus stop today
Seeking to fill a job with just the right person can be a daunting task. Someone’s got to deliver that quota, or that project or that analysis, and if we don’t hire soon, that someone can become us, and our calendar is already jammed.
A good rule of thumb when we’re tempted to “settle” in the hiring process: It is better to be short-staffed, than poorly staffed.
If all we do is make sure that we have the best talent at all times, we’ll win more often than we lose, and we won’t water down the gene pool by settling for people that don’t measure up.
Firing someone can be a daunting task, too. Impact on their family, their psyche, their life and self-image all play on our subconscious, or on our conscious minds. It’s never easy, even when it is “for cause.”
A good rule of thumb when we’re tempted to “settle” in the hiring process: “Fire” the almost-qualified candidate by simply not offering them the job.
The time and heartache saved, and the momentum that doesn’t get killed, will make a difference.
Danny says
Great suggestion