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>Well, if you end up firing a lot of people, give recruiting to someone who's a better judge of character. It's not just about judging character. It's about the amount of effort an employer puts into the interviewing and hiring process. Interviewing people well takes effort. But if you're willing to fire someone easily, well, why put in the effort? In my experience, this feeds back on itself. The more comfortable the employer gets with firing, the sloppier the hiring process gets. Soon good people start avoiding the company, which means mediocre people get interviewed. So the interview standards need to drop further, otherwise no one would get hired at all (and besides, you can just fire them if it doesn't work out, so what's the harm?). Pretty soon you're one of those companies with constant churn, where no one seems to last longer than a year. >Firing when things do not work out is an honest act. What does it have to do with disposability? It's not about honesty, it's about empathy. A good employer empathizes enough with the employee enough so that they find firing to be painful, even if the firing is justified. But an employer who cannot, or will not, empathize with their employee basically treats their employee as a thing. And if they treat employees as things when it comes to firing, they'll treat them as things all the time. Which is an excellent way to create a terrible work environment. |