What's your take on "personality hires"? For example, a hire that doesn't fit all criteria for the job role but has an energetic, team-oriented personality. In my opinion, while it boosts morale, there can also be a downside when deadlines are tight.

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I suppose that depends a lot on the position in question. In some roles a person need not tick off every qualification as they may be able to learn on the job, especially if they're highly motivated. But I would think for most roles a lack of technical skill would be a huge problem, and not only when dealing with deadlines.

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Thanks for sharing!

When my team does a personality hire, one of the main factors include "are they trainable?" Do they actually want to learn? Teaching someone takes time, but it will only work if they want to learn.

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Thanks for sharing!

I think they're fine if they can eventually bring more to the table than just personality. If they're coachable and eager to learn, I'm all for it. If they're just there to lighten the mood, I think it's a waste.

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Thanks for sharing!

I progressed from a drafter under a manager to a manager myself in eight years. After thirty-two years, I had engineers with bachelor’s, master’s degrees, and California-certified engineering degrees working as direct reports. Therefore, I don’t believe degrees are the ultimate measure of a person’s abilities, as they are often intended to be. However, they can serve as a quick and effective starting point for assessing a candidate’s qualifications. As a hiring manager, I placed greater emphasis on the interview process, particularly the 90-day probationary period, which provided an opportunity for individuals with the necessary skills to demonstrate their abilities. If I was impressed with a candidate’s performance, I would personally review all company engineering hires.

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Thanks for sharing!

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