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I think some of it is a matter of who is doing the hiring and their state of mind. Is the company rather desperate? Has the job been sitting empty for some time? Is it a potential they’re looking for a “personality hire”?
For example: I make decisions for staffing my PT clinic, but my direct supervisor (the regional director) has sat in on all interviews and met with the candidates. She was willing to hire almost anyone who remotely fit the bill, but I was more discerning to find a good fit of a PT who worked well with existing staff and had a good demeanor. I remember when I turned one down and my director literally said “well if you don’t want to hire this person, I can’t promise when we’ll get another candidate” and I could’ve cared less. I would’ve rather continued to grind harder, see more patients, do more notes, etc than just hire someone that didn’t fit to fill a role that didn’t—just a warm body. And it wasn’t just my opinion I considered, the other staff met and did not like the candidate.
You have to have both. I’d say you always have to have both, and think many others would agree with me. Although I would also be open to hearing those who don’t think that. It doesn’t matter how right the time is if you don’t have the skills or experience to be in the position.