Hiring narrowly focused people with significant pre-existing experience -- Is always costly.
... and I also think, it is practically always a wrong strategy...
I am fundamentally against micro-managing labor pools by federal government.
However, there are need to be economic incentives (including
immigration policies) -- that make it more difficult for
employers to hire for 'tool-centric' positions, unless those tools are very expensive physical devices (eg telescopes, quantum computers, etc).
The incentives need to direct employers at training on the job (not at after-work online classes).
When I see on HN's hire threads -- 'if you have Azure experience -- you will get on top of the pile' -- I cringe.
This is absolutely ridiculous. Same pretty much with Ruby/Php Rust/C++ Haskell/Scala modalities of the same problem.
Yes hire people who understand process/idioms/patters, but invest in the f..ing training -- if you need somebody 'yesterday' to help, get consultants -- and have them help and at the same time hire for full time roles -- and train your internal stuff (possibly, even, have them learn from the consultants).
Afraid of people leaving after acquiring the highly thought-out skills ?
-- implement meaningful compensation/retention policies that reflect effort that you spend on training, and risks that you are taking if a person who was just trained -- leaves.
Yes, you need soft skills too. But that doesn't mean you shouldn't specialize in something. That doesn't have to be a tech stack either, in fact it's the last thing I would suggest.
I am also saying that there needs to be a system of incentives, that then, produces, organizational/hiring practices that favor non-tool-specific employment process.
Well, for that your company has to admit it it doesn't have specific problems. Because if you do have specific problems, it's probably more efficient to hire people that can handle those.
Hiring narrowly focused people with significant pre-existing experience -- Is always costly.
... and I also think, it is practically always a wrong strategy...
I am fundamentally against micro-managing labor pools by federal government.
However, there are need to be economic incentives (including immigration policies) -- that make it more difficult for employers to hire for 'tool-centric' positions, unless those tools are very expensive physical devices (eg telescopes, quantum computers, etc).
The incentives need to direct employers at training on the job (not at after-work online classes).
When I see on HN's hire threads -- 'if you have Azure experience -- you will get on top of the pile' -- I cringe.
This is absolutely ridiculous. Same pretty much with Ruby/Php Rust/C++ Haskell/Scala modalities of the same problem.
Yes hire people who understand process/idioms/patters, but invest in the f..ing training -- if you need somebody 'yesterday' to help, get consultants -- and have them help and at the same time hire for full time roles -- and train your internal stuff (possibly, even, have them learn from the consultants).
Afraid of people leaving after acquiring the highly thought-out skills ?
-- implement meaningful compensation/retention policies that reflect effort that you spend on training, and risks that you are taking if a person who was just trained -- leaves.