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02-10-2010, 08:14 PM | #16 |
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Probably better not to assume you know what a person would do, or you could miss out on a great person who really is looking for whatever you have to offer. It should be part of the interview process to discuss goals and fit, right? So, ask about it. Can you contract the position for 3 years with a non-compete clause for some protection?
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02-10-2010, 08:34 PM | #17 | |
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So true. My wife could go elsewhere for more money but her PTO and health insurance keep her from leaving. I was thinking that cdcox might be underestimating those benefits when he's looking at the salary differences. |
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02-10-2010, 08:38 PM | #18 |
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I would bring the issue up in the interview and hire based on the response to the question. Assuming you like everything else about the candidate.
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02-10-2010, 08:49 PM | #19 |
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To address some of the questions (and appreciated advice):
This would be the top level position for this person in our department. This position might be a stepping stone to a better position within the university, but to do so they would have to leave our department. This would be bad for us. We need stability in this position, 3 to 4 years min. I'd rather have a qualified but unspectacular person for four years than a superstar for a year to 18 mos. The benefits are better than average. Holidays and administrative closings rack up around 15 days per year, plus vacation. Average health plan, retirement, etc. Also can take university classes for free. However, our department is ambitious so, everyone is a little overworked. No way to make a long term contract to tie the person to the job. We'll definitely try to discern the candidate's goals during the interview to find a good match. Initially we will only interview 2 or 3 individuals, so I'd like to not waste any of those slots on people who are just looking for a short-term meal ticket. |
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02-10-2010, 08:55 PM | #20 | |
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That's knowing absolutely nothing about you, or your business. |
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02-10-2010, 09:02 PM | #21 | |
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Resumes can be a good indicator to some degree, but I think in order to find out what someone's true passions are you have to talk to them about it. Resumes to me are really just sales pitches. |
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02-10-2010, 09:20 PM | #22 | |
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Due to the way the university does the hiring process, it's difficult to interview a huge number of people. If none of the top 2 or 3 look good, we'll interview more, but I doubt we go much over that before we find an acceptable candidate. |
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02-10-2010, 09:27 PM | #23 |
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Have you considered looking for an overqualified person who is 5-10 years from retirement age? That might be the ideal solution.
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02-10-2010, 09:39 PM | #24 | |
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Knowing nothing about it though, my initial thought would be to heavily scrutinize the resumes, looking for people who took pride in their current positions and didn't tout the things that would make you consider them for advancement. That's really your best bet if it's a big concern that they'll bounce IMO. |
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