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This is an interesting question, because it signals that you are most likely very new to hiring, and maybe ill-equipped to handle managing people in general. Although, at least you're asking questions.

First, very rarely does a manager regret a hire even though it's very common for a hire not to work out. Hiring and interviewing are in terrible shape right now, and more often then not lead to terrible hiring/job acceptance choices.

Second, you regret hiring PEOPLE, not developers because regrettable hires aren't specific to developers. When they are, it's because an engineer was given too much access to something they should not have been and a theft/breach occurs.

Examples of these concepts in play: The NSA probably regrets hiring Edward Snowden. I don't regret hiring the last JS dev I hired even though it didn't work out and he moved to a different company.

Lack of technical expertise is a problem sometimes, but it can be nurtured. Lack of personal skills is a huge problem in an office environment, and is much, much harder to nurture. But neither of these are regrettable in-and-of themselves.

The thing to remember is that you have to weigh the urgency of hiring against the long term impacts of hiring the wrong person. In other words, be careful and set up controls, but don't allow decision paralysis.

Good luck with your project, keep your head up, and expect failure. Great employees are rare, so just keep at it.

post mobile edit:

Go read:

Good To Great: https://www.amazon.com/Good-Great-Some-Companies-Others/dp/0...

How to Win Friends and Influence People: https://www.amazon.com/How-win-friends-influence-people-eboo...

Emotional Intelligence: https://www.amazon.com/dp/B000JMKVCG/




>Lack of technical expertise is a problem sometimes, but it

>can be nurtured. Lack of personal skills is a huge problem

>in an office environment, and is much, much harder to

>nurture. But neither of these are regrettable in-and-of

>themselves.

That's actually a cool attitude. When looking the first time for a full time job 7 years ago I was astonished how static employers seemed to perceive skill - at least in Germany. I had various conversations with headhunters/recruiters and oftentimes it went like this: "Do you know [insert simple technology X]?" - "No, but I can learn it quickly as I have experience with [similar technology Y]" - "Ok, but I asked for X". I found that really frustrating.

Also in most jobs I worked in between I had to learn everything on my own initiative - no matter if that was tech or people skills. There were countless occasions when people, especially ones in manager(-like) positions would discourage me from spending time learning certain skills. I'm happy that I didn't follow so much on that.

Anyways, on my recent job hunt I was very surprised to find companies that actually have programs to develop their tech employees on a wide range of skills. Luckily I'm now working at a place that at least has interest in developing their people.


Have you ever gone and quickly learned it and called the recruiter/company back?


Didn't try that yet. But that would only work for microscopic node js libraries. I mean when someone asks you: "are you proficient with SuperAwesome ORM XYZ?" Apart from the fact that the person on the phone probably won't even know what an ORM is, it's not possible to learn an API by heart in 5 minutes. ;) (I doubt it's desirable but that's another thing.)

I understand the desire of people wanting to have competent hires who get up to speed quickly. But that is just going in the completely wrong direction and likely costing such companies tons of money because they need to search longer/spend more on a dev.


Maybe. Or you could invest the short time you said it takes to come up to speed, do that, and call them back. You'd be much more valuable to them and should be able to get a job more quickly with higher value to you.


I'm sure you're right but on the other hand I'd then declare myself as having not enough value. I find it already ridiculous which amount of preparation some companies ask, just for a simple interview. Doing even hours (or days - in case of a lib) for making a good impression on the phone is just insane. Interviewing with 20 companies would then be a half year full-time job.

On the other hand taking a few days to get to know something is still waaayy better than taking months for the exact same thing. But yeah, that's just over the top for recruiters who just want to go through a checklist.


Thank you for your insightful comment.

You're right,this is new for me. But fortunately I'm not making decisions, or managing people at the moment. I'm just learning.

I'll check out the books.


wanting to be good/get better is half the battle. I'm sure if tou keep trying to learn you'll do great.




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