Steve Jones - SSC Editor (4/18/2013)
Eric M Russell (4/18/2013)
I was serious about the "employment at-will" contract, if that's an option in your country or state. It can include provisions for things like severance pay or temporary insurance based on the duration the employment lasted.The remark about the candidate getting dumped on the curb if they don't measure up; that's not something which should be stated directly, however, the implication should be understood by the candidate. There are some professions, like factory / mine workers, or even school teachers or city employees, where limited unionization and government regulation makes sense, but certainly not Information Technology.
I'll play along, what's "doesn't measure up"? It's the same issue we have with evaluating skills. If someone says they know mirroring, but they make a mistake in configuring, is that not measuring up? If they need to look in BOL to get syntax or make sure they understand something, is that?
It's very easy to say we know when someone "doesn't measure up", but in reality there's a ton of opinion and subjectivity here.
Personally I'd prefer people sign a short term contract, say a one 4 week contract, with the option on either side to renew/not renew after three weeks.
You're right, "not measuring up" is too vague. What I'm really talking about here are candidates who misrepresent themselves in a substantial way (lied about university degree, job history, etc.), or if it is discovered that they can't fullfill the basic requirements of the position they were hired for.
Even an employee who has been on the job for more than a year may at some point not live up to expectations about availability, continuing education, or just how they perform when under pressure. An IT guy who can't perform under pressure is next to useless, even if he's smart. Sometimes how a person performs as part of a new team is drastically different from how they performed in past when working solo or remotely. It's difficult to guage how adaptable a person is when interviewing. However, if an employee is working "at-will", then there is a powerful motivation there to be adapable to a wide range of expectations going forward. It's also a motivation for the employer too. We've all heard stories about IT shops that went bust because the most talented staff members got fed up with management, etc. and walked out the door and into the door of another company.
That type of dynamic "at-will" culture can actually be a good thing for the industry... on balance. Of course it doesn't work for the benefit of everyone.
"Do not seek to follow in the footsteps of the wise. Instead, seek what they sought." - Matsuo Basho