[fighterpilot]

Best: Be practical and be focused on the domain problem instead of the surrounding tools, abstract methods, etc.

Worst: Fire them all really really quickly. People that are bad after week 2-4 will never not be bad afterwards.

[jl2718]

These are very true. However, if you have to fire someone right away, it’s usually because you didn’t tell them something, especially that you fire quickly, and common reasons why. You as the employer have all the power of discovery, not them.

The simplest thing to do is show the candidate exactly what they are going to do. Don’t describe it, actually show the code base and the devops setup and the meeting schedule and the reports that go out and the planning documents and knowledge base and whatever else they’ll need to engage with. Tell them their exact goal for the first year, and exactly what they get if they achieve it.

In other terms, give them the SOP, OPORD, and pre-flight checklists before they reassign. What is obvious to you is not to them.

[ozim]

I would say it depends on attitude, if someone is saying he wants to learn, then he is just saying. If someone is struggling but is interested and doing stuff to learn more he still might pull out of downside.

[fighterpilot]

If they have an excellent attitude I'd definitely give them a lot of time to prove themselves.