The weirdest thing about getting back into the job-search game is how it's treated like deciding on a marriage, even though you can quit at any time or be fired at any time. Like you could just contract with me for two months and answer all these what-ifs AND we'd get work done.
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I disagree. There is rarely severance, so the $100k is already paid out in exchange for past work and is not a loss. Sure, there is expense in hiring and training, but much of the hiring expense is in the overwhelming decision process and could be reduced.
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Also, this is focused on a bad hire, which is eliminated near term, not three years after on-boarding when they are already a productive cornerstone. Costs are very different from replacing a bad hire vs. replacing a long-standing, productive, valued team member.
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For replacing a valued member, absolutely. Loss of any valued member, not just senior staff, brings a mental weight that is tough to put a price on. My hope is that employers don’t try and replace Angela the Unequalled Contributor; just find someone with energy and move forward.
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@advi isn't saying hire willy-nilly. Hire smartly for today's work. Just don't put so much weight on finding a partner for life. If it doesn't work out for tomorrow's work, you still get the value of the contributions during their tenure while avoiding pre-hire match-games.Thanks. Twitter will use this to make your timeline better. UndoUndo
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" you can't possibly manage them out in less than 6 months" <- This part could be the tricky BigCo part, I agree.
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Which is why contract-to-hire is a great option. Try the relationship first and either way - if it works out or doesn't: work got done and everyone knows more about each other.
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Another of the reasons more BigCos outsource things. It is easier to not renew a contract than to let an employee go. Even though at-will employment is supposed to make it easy for either the company or the employee to simply quit their relationship without any (illegal) cause.
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