Month: April 2025

If I were the business owner in this situation, I would hire Jaime. While Avery might have more talent and potential when they’re at their best, the lack of consistency is a major red flag for me, especially for an essential role in a business. With Jaime, you know what to expect from him day in and day out. He has shown himself to be a solid, reliable, and consistent performer. In a fast-paced or high-pressure environment, I would rather have someone who consistently gets the job done than someone who you cannot count on when it is time to perform.

That said, there are definitely jobs where someone like Avery might be a better fit. For example, in a creative role like a lead designer at a marketing firm or a high-stakes tech job like developing a new app, having someone who can deliver a brilliant idea or an innovative solution at the right time can be more important than everyday consistency. In these types of roles, those rare, high-impact moments can define success, and Avery’s potential could make a huge difference.

On the flip side, someone like Jaime would be perfect for jobs that require routine and precision, for example, a data entry specialist, customer support representative, or operations assistant. These roles benefit more from someone who shows up and performs well every single day. There’s less room for unpredictability, and consistency is key to keeping everything running smoothly.

While it is tempting to chase the potential of one candidate, I believe that reliability and consistent performance are essential to keep a business operating effectively. Being able to have an employee who you can count on every day is incredibly valuable in today’s environment.

During this week’s mini-lecture, it was argued that recruitment and selection is the most important function for successful companies. While I do agree that selecting the right employees for the job is critical for a company, there are many other reasons why other companies may allocate their resources to different sectors, such as product design and marketing.

One reason for this is to provide the consumers with an exceptional product and a vehicle to get the product proper attention. For companies that are underdeveloped or just starting up, focusing everything on recruitment may not be the best route. Many product markets and sectors are very diluted and highly competitive currently. Because of this, it may be more beneficial to focus on getting your company’s name out there through exceptional marketing. Following this, you must be able to deliver your consumer an exceptional product or a product that differs from the competition. If this is executed properly, companies pivot to using their revenue to focus on securing top talent to take their business to the next level.

Although this may be a good route for a lot of companies, there are potential downsides that come with not perfecting the recruitment and selection process. By neglecting your onboarding process, you can find yourself with employees who are not right for the job/company. This will inevitably lead to high turnover rates, weak organizational culture, and overall long-term issues for the company.

All things considered, it is crucial to find a good balance between your internal and external focuses. By developing a good matrix and proper resource allocation, you will experience strong product design and marketing while having a strong team committed to the company.

The most recent job that I applied for was for Tandem Design and Construction. This company specializes in home improvement with a focus on remodels and additions. I was in search of a job that would pay well and something that would provide a good learning experience while also being able to spend time outside. Tandem Design and Construction had actually done some recent work on the house that I was living in at the time, so I was able to meet the boss and a few of the employees before expressing my interest in the job. I believe these initial interactions with the boss helped to lay a foundation (no pun intended) for our relationship, which eventually led to me getting the job.

My experience with the construction industry was quite interesting, to say the least. Through talking to others who have worked for other construction companies, I know that they have experienced very formal application and safety training processes. This was not the case for me. I never even had to submit a resume for this job or anything of the sort. After a conversation with the boss, he told me an address and a time to show up. I was never trained on safety; I was only told in the moment to wear my safety gear that was supplied to me.

At first, I was stoked because I had secured a job with good pay pretty easily. I was very excited to learn some new skills and experience the home improvement process. That being said, after only a few days on the job, I realized that I was severely underprepared and undertrained. My boss often expected me to know many things about the construction process that I had no knowledge of. There were many days when I was embarrassed because of my lack of knowledge and skills, but this only led me to become more eager to learn more.

Looking back, I now realize why the hiring process was so simple. It was because this company has had many problems with finding employees in the past for the same reasons I experienced. This directly relates to what is described in the introduction to Who: The A Method for Hiring. This chapter describes that finding the right employees is critical to a company’s success, and I was able to witness this firsthand. Looking back, I feel very proud of myself for forcing myself to be the right person for the job and overcoming many of the obstacles that people could not handle in the past.

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