[ebiester]

I got it!

We will hire anyone who sounds good, and fire them within a month if it turns out they're not up to our standards. Then, we will ensure we never get anyone who isn't already employed and anyone just looking for a paycheck or three.

If you heard that even 20% of people were fired within the first month, how likely would you be to take that job?

Note: It's usually called contract to hire. And it just takes the interview stress and pushes it out to 1-6 months.

[pllbnk]

I don't have sufficient sample data from my personal experience, however, I conduct job interviews the same way I got interviewed and hired for my last job and my last three hires were and are really good teammates.

I don't ask for coding problems and don't have a strict interview structure. Instead, I try to make a conversation about the candidate and tailor interview around their experience. I also try find similar problems they face that we have and talk about solutions that we apply which helps me see how flexible they are or do they outright reject different viewpoints.

Ultimately, the main goal is finding the people that I would like working with because it trumps pure technical skills in importance. It might not work well where some highly specific and rare skills are required, however it works in average enterprise environment.

The interviewer should be a pretty good conversationalist, though.

[akvadrako]

So what? If you are used to freelancing, it's the same thing.

I would prefer that 80% of people are fired in the first month.

[abakker]

Sure, but, most employees would not prefer that...its a Market for labor. You are buying, Labor is selling. If what you are buying is an employment contract with a penalty-free terminate-for-convenience clause, expect that you are buying that piece of insurance from the employee at a high cost.

[ebiester]

To be fair, we already have a penalty-free terminate for convenience in the US in most states, it is really social convention that prevents it.