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Consider their perspective, maybe they expect for you train them to a level of efficiency and lead the inexperience to experienced if you are middle management. Pending on the leadership level, they’re ultimately part owners of the business, if you are running a business how would you go about? If I was a personal business owner, I would like for the right candidate to train an inexperienced candidate realize their abilities than overpay for some with extensive on paper experience but isn’t a good culture fit. This is coming from someone whose business it is to determine Executive Compensation and having talked to many boards and execs. It’s 50/50 some are extremely intelligent and understand precisely what they are doing, others you don’t know how they got their position. However, pending on the organization size they’re heavily removed from issues at the lower level so you have to think about how you go about communicating the issues and what matters at hand to the owners of the company and try to achieve it with singular focus. If you’re not happy then you consider your own business.
Get them enough cheap hires and they'll eventually find out why you were pushing back and how they can't settle on cheap if they want the best of talent. SMH. I thankfully have an amazing team so I don't have to deal with this bs
SAC1 - YES! Train!!! Good training will get you a longgggg way. You’ll also have better employee buy-in in the long run you took a chance on someone ! Do u know how many people right now are out there just wishing someone would take a chance on them?
A#1: Good training program is a must
Also think outside the box. In my realm, there will ALWAYS be more work than we can realistically afford to staff to get done (joys of healthcare). I started an internship program and slowly ramped it up and now we have two additional unpaid interns at all times that get the benefit of learning and gaining experience that they would otherwise not get and have huge barriers to entry in the job market and we get free assistance. I know this is a controversial thing but our interns have absolutely been overjoyed to participate bc I make sure they’re very clear on the expectations. And guess what! Our last few interns had NO problems getting good jobs upon completion of be internship with us whereas before no place would take a chance on someone with absolutely no experience.
You can always find a way, just finding what way works for you is the key.
That's just an eternal problem, but in a weird way it seems to have gotten worse in recent years. There's such a focus on cutting costs, and that means having to make lower offers, which can turn away better talent. All too often upper management sees workers as essentially fungible, and trying to get them to understand that talent matters, and it doesn't come for free, can be a frustrating exercise.
Can't wait for Ai to reach AGI then we won't need people :-)