Hiring Versus Firing

If you do the hiring part right, there shouldn't be much firing. If you get good at firing, you need to look at your hiring process.

:good: Well said.

I agree also, in theory.

Read it again, there are some good ideas in the article... such as "Over time, the manager who fires best will end up with top talent through a survival-of-the-fittest process."

Hiring is EASY! and, it is darn tough to predict who will fit and work long term. When it comes time to "let someone go" things get real tough.

Words and actions separate truth from fiction. Hiring usually gives more weight to words and firing gives more weight to actions, even if there is justified downsizing. Something to keep in mind when choosing those to support or associate with.
jud

> ...and, it is darn tough to predict who will fit and work long term.

That's why hiring should be more than a 15 minute interview process. Yeah, it's more work but you are making an investment in whoever you ask to join your team.

Pray
Advertise and get referrals (especially from current employees, your best resources)
Never hire someone after one interview
Decide if you like them (don't hire someone you don't like)
Take them and their spouse out to dinner (you'd be surprised what you can learn)
Make sure they know exactly what you are going to expect from whoever fills that position
Use a probation period

A friend owns a commercial shed business.

He told me everyone is a great employee in the interview, they are reliable, show up on time, don't goof up, etc.

His favorite question is: "How big is a 2x4?" He said you would be surprised at the answers he gets to that question. The real carpenters know the answer is 1-1/2 x 3-1/2 inches, of course.

> an interesting read.
>
> Manager 1: Great at hiring, average at firing
>
> Manager 2: Great at firing, average at hiring
>
>> http://dilbert.com/blog/entry/hiring_versus_firing/
>
> I will put in my vote for #2, convince me otherwise.

I read the blog, I think that the first "3 month probationary period" is often unused.

Well, if you get your lumber from a sawmill, you'll actually get a 2"x4".

> His favorite question is: "How big is a 2x4?" He said you would be surprised at the answers he gets to that question. The real carpenters know the answer is 1-1/2 x 3-1/2 inches, of course.

I'm pretty sure it used to be 1-5/8" x 3-5/8". Did it change at some point?

Edit: According to Wikipedia, the change was made in 1961.

> > an interesting read.
> >
> > Manager 1: Great at hiring, average at firing
> >
> > Manager 2: Great at firing, average at hiring
> >
> >> http://dilbert.com/blog/entry/hiring_versus_firing/
> >
> > I will put in my vote for #2, convince me otherwise.
>
> I read the blog, I think that the first "3 month probationary period" is often unused.

very true, but it does happen that any excellent staff member can become toxic. I believe in indulging and counselling, but sometimes someone just needs to go away and not return. That is where a type two shines for the good of the whole.