There are three competing factors at play: minimising false hires, minimising false no-hire, salary.
Presumably I couldn't hire Casey for a team lead position paying £120k per year. Equally, I don't want to miss out on talent by trying to catch every edge case and making an interview process 3 weeks long.
I hired a very technically strong candidate once, he loved optimising games as a hobby. Unfortunately we were a SaaS startup and he seemed to be allergic to using prebuilt components (think SQS) because "we could build them more efficiently". It's impossible to catch every foible like this in an interview scenario.
For these reasons, ultimately there will be bad hires. The biggest mistake is leaders not being willing to fire people. Sometimes this is for fear of reducing head count, because it makes them feel like an arsehole or they aren't themselves capable/invested enough to care. It's painful but I've found it always better to fire fast.
Presumably I couldn't hire Casey for a team lead position paying £120k per year. Equally, I don't want to miss out on talent by trying to catch every edge case and making an interview process 3 weeks long.
I hired a very technically strong candidate once, he loved optimising games as a hobby. Unfortunately we were a SaaS startup and he seemed to be allergic to using prebuilt components (think SQS) because "we could build them more efficiently". It's impossible to catch every foible like this in an interview scenario.
For these reasons, ultimately there will be bad hires. The biggest mistake is leaders not being willing to fire people. Sometimes this is for fear of reducing head count, because it makes them feel like an arsehole or they aren't themselves capable/invested enough to care. It's painful but I've found it always better to fire fast.