In Rethinking a Management Decision, Kevin Salwen reflects on when it’s appropriate to hire someone with a cut in pay. As I’ve moved further along in my career, I realize that there are a whole host of jobs that are just plain better than what people have now….Now, I’m wondering how much I would allow […]
Sorin asks another great question: “So please enlighten me : how do you decide, with only interviews/auditions, whether a candidate will be a good addition to a team or a disruptive element“ I’m assuming you’ve already asked questions such as, “Tell me about the project you’re on now. … What’s your role on the project?
Sorin’s comment got me thinking. How do you make the decision that a candidate’s technical skills aren’t worth the candidate’s lack of relationship, communication, listening, or some other soft skill? Esther was talking about collaborative teams, so someone who won’t or can’t collaborate is not going to work in your environment. But there are
See Esther’s article on Hiring for a Collaborative Team. (Yes, Esther was one of my book reviewers.)