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Listen "Community Table: Hiring a Contract Temp and Finding a “Serious” Job Applicant"
Episode Synopsis
This episode’s discussion around the Community Table:
Is hiring a temp I’ve already worked with previously a mistake?
“It’s not personal,” it’s personnel. I need a body, even if s/he won’t stay with me. Is this reasonable?
Sometimes, a contractor (even one you already know and know won’t stay with you) is the answer. Mr. Right vs. Mr. Right Now.
How do you test the “seriousness” of a job candidate?
Are you dealing with a real job candidate or just a person out fishing and wasting your time? Or is this 007 work from a competitor checking you out?
Should I be overlapping an exiting employee with their replacement?
Trying to squeeze out a bad employee while simultaneously onboarding a good employee – can this be done? And will keeping a less-than-perfect employee onboard, while offboarding and bringing in a new person, help?
Is hiring a temp I’ve already worked with previously a mistake?
“It’s not personal,” it’s personnel. I need a body, even if s/he won’t stay with me. Is this reasonable?
Sometimes, a contractor (even one you already know and know won’t stay with you) is the answer. Mr. Right vs. Mr. Right Now.
How do you test the “seriousness” of a job candidate?
Are you dealing with a real job candidate or just a person out fishing and wasting your time? Or is this 007 work from a competitor checking you out?
Should I be overlapping an exiting employee with their replacement?
Trying to squeeze out a bad employee while simultaneously onboarding a good employee – can this be done? And will keeping a less-than-perfect employee onboard, while offboarding and bringing in a new person, help?
In God we trust