Who to hire?
- Thread starter JackG4
- Start date
This is true, we are heavily overloaded with work at the moment and she would cope the best!
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- 14 Jun 2004
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- Newcastle U/T
#1 and #2 clear winners here. Their Facebook profiles are open
Then 2 it is clearly!
I hope this is an approved employment approach
Soldato
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- 24 Apr 2011
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- 5,455
#1 and #2 clear winners here. Their Facebook profiles are open
Can't judge without pictures, specifically these pictures!!!
If she's knows what OcUK is then she's definitely smash-able!!
Associate
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- 17 Oct 2010
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- Welling
have you told them about the mandatory wet t-shirt contest every friday?
I work for wet-t-shirt-friday.com so they know already - yes
I would rate the choices 1,3, 2.
You always need to hire the best candidate you can and ensure they are suitably paid and challenged. Accept the fact that it wont be long term, she will need promoting. Good employees can always find new employment. Not wanting to hire someone because they are good is not a smart thing to do. Good employees are incredibly invaluable, there is a massive shortage of them!
#3 seems eager to learn, will likely work hard. If she is fresh form uni then she just wont be experienced in interviews.
#2 seems bototm of the pile. some keywords that ring alarm bells for me:
unemployed, not the smartest, not have the drive to progress.
There may be goo d reasons why she is unemployed, you need to find out. Perhaps she was fired for incompetence, perhaps she was made redundant (but companies always make unwanted employees redundant, not the good employees). Not the smartest- intelligence is the number 1 thing you really need to make hiring decisions on. Someone who is bright can easily pick up new skills and progress, develop, become very effective and will grow. They like challenges and hard work. No drive, speaks for itself.
She probably gets by because of her looks, not her ability. Avoid. And then you can date her since she wont be an employee....
You always need to hire the best candidate you can and ensure they are suitably paid and challenged. Accept the fact that it wont be long term, she will need promoting. Good employees can always find new employment. Not wanting to hire someone because they are good is not a smart thing to do. Good employees are incredibly invaluable, there is a massive shortage of them!
#3 seems eager to learn, will likely work hard. If she is fresh form uni then she just wont be experienced in interviews.
#2 seems bototm of the pile. some keywords that ring alarm bells for me:
unemployed, not the smartest, not have the drive to progress.
There may be goo d reasons why she is unemployed, you need to find out. Perhaps she was fired for incompetence, perhaps she was made redundant (but companies always make unwanted employees redundant, not the good employees). Not the smartest- intelligence is the number 1 thing you really need to make hiring decisions on. Someone who is bright can easily pick up new skills and progress, develop, become very effective and will grow. They like challenges and hard work. No drive, speaks for itself.
She probably gets by because of her looks, not her ability. Avoid. And then you can date her since she wont be an employee....
Soldato
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- 18 Oct 2002
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- 16,228
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- The land of milk & beans
Definitely between #2 and #3 for me. I'd probably go #3.
Unless #2 is a solid 10/10.
Unless #2 is a solid 10/10.
Soldato
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- 11 May 2007
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- 9,349
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- Surrey
#1 and #2 clear winners here. Their Facebook profiles are open
You could share for research purposes.
Associate
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- 5 Jun 2013
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So how much would the **** hit the fan if one of the girls stumbled across this page?
Does it matter in an admin role? The main requirement should be to not get bored out of your mind shuffling paper.
Btw OP, I've gone through a similar process of having to interview for an estimator. I gone for the 29yo girl with no qualifications (no, not smoking hot either) bar some little 3 month course somewhere in something. It's been 6 weeks now and she's sensational. Took her a few weeks to get up to speed and she's at a point now where she requires no supervision or direction any more.
I wouldn't let CVs influence me too much unless it's a highly specialized role (which 90% of all jobs aren't)
I wouldn't let CVs influence me too much unless it's a highly specialized role (which 90% of all jobs aren't)
You seem to have answered your own question.
There are obvious issues you point to with both #1 (why is she interviewing for positions under her qualification ceiling?) and #2 (unemployed, why?) and the job seems to be suited for a junior looking to develop in their first position, so I would put the quiet/timid seeming girl on a three month probationary period and be the one that gives her that chance. Remember her shyness may well be down to it being her first proper interview as well,which is intimidating for anyone especially if the interview put her under pressure as you suggest. I have always found that interviewing, especially using formal, intensive styles designed to put the candidates under pressure often gives a false impression as to the nature and personality of the candidate..I always prefered a less formal, relaxed second interview to allow the candidates to be more comfortable and therefore more open. Perhaps a third relaxed chat with her might help with the decision?
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