Quote:
Originally Posted by taxwonk
Cost is equal. Either way, you're hiring a junior associate. Same for skill.
So you're saying that personality is the sole factor? Tell us more about how you assess personality. I think this is the point Thurgreed was focusing on: Ceteris paribus (sp?) how do you decide?
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I don't know. I didn't like being involved in interviewing. Reminded me of fraternity selections -- all the biggest tools and meanest assholes involved in the process criticizing a candidate the most. And how do I truly judge a person based on a short meeting? (Because I was not going for drinks or lunch with the person unless forced to do so.)
I always gave everybody who seemed fun and lighthearted high marks. What did I care? Wasn't my money.
Hiring and firing when I ran my own business? Different thing entirely. "Personality" there was low cost/low maintenance, loyal and intelligent, but not too intelligent. The really smart ones are tough to manage.
I think all managers seek that balance, from the most complex work to the simplest rote toil... But man, finding that sweet spot is tough. It's rare to find a person just brainy enough to deliver at maximum capacity in a position, yet be easily retained. The brains always come with ambition, or an ability to game the organization.
