Just hire Maia and another one, like that first deadpan girl, that way you meet the demands of the stupid manchilds while getting real competence and work done, just use Maia as a code monkey. Ya’know, ya might have to pick another candidate besides the first one, she’s most likely the bomber.
And the owner may sack Decaff if they hire someone useless for the job!
A sane company would just do another round of interviews: – possibly by checking out the rejected file for potential alternatives
Or they would just delay hiring
However…this is GAME(r) DUNGEON!
Sorry, I meant Game Fortress. Don’t know what came over me
The most dysfunctional candidates are A) The breathtakingly arrogant unemployable; B) The ex-con unemployable whom threatened murder; and C) The AI corporate spy unemployable
or
D) The half trained young lady who’s going to make Princess lock herself in a cupboard and cry just by turning up to work.
Well….
I’m sure DeCaff will enjoy having to stay awake to mentor a new programmer for the next six months or so!
Remembering that lower headcount in your department means you’re a less important manager than the other managers! (Unless you’re accounting)
But…..
Does the author have a more insane/funny option waiting in the wings?
We shall see!
(Loving this btw; Geek Fortress is a highlight of my Mondays)
I agree, the last thing this company needs is a weeb, but if it puts princess in her place, even a little bit, and gets this feminist lawyer to STFU and go away, I’m all for it.
Easy way to handle it, first ask themselves how desperate are they for a new coder? If the answer is “it can wait a few months, hire Mai as an intern coder and Community Manager. DeeDee can watch over her in the CM position and Mai can take classes in C++ or whatever cracked code lingo they use until she’s up to snuff as a code minkey.
But that way lies competence and functionality and which is anathema to Game Fort’s managerial style.
Every new employee will have a learning curve period when joining a new company
IF she gets hired, then Mei’s learning curve is going to be a lot steeper than most.
It’s still a BIG opportunity for her to get her foot in the career door and gain real entry level programming experience
Arguably, it’s an opportunity she doesn’t deserve since she hasn’t learnt the right programming skills yet
But on the other hand, when you’re short of bodies and the options are limited, a half trained newbie with at least some clue about the field is better than absolutely freaking no-one (if you put in the proper effort into developing them)
P.S. DeeDee hasn’t been stabbed in the back for a while?
Well, if it’s just gender ratio that they care about there isn’t a problem whomever they hire as long as they’re female and can string some code together
I suppose the real question then would be if there’s any urgency to hire another female employee?
If the conclusion of whatever mental processes that got them there indeed was “hire more women”, then they should just hire all five “female identifying” applicants that show up. Why even bother interviewing?
If they’d actually care about a _proper_ “gender ratio” then the first question is, what would that be? 50-50? Actually, no. Because the applicant pool isn’t 50-50, so trying for that sucks the pool dry, thus merely shifting the problem around to other companies. Now hiring is a competition in virtue signalling. Leaving all pretense of merits behind. So you’d have to first figure out what the ratio in the pool is, then make sure your hiring results reflect that.
Hiring for competence in relevant-for-the-company skillset is still the better choice, and properly done neatly takes care of the “gender ratio” by the magic of statistics. But of course we can’t do that for reasons. “We” also don’t seem to care that some hiring pools are heavily skewed the other way. Funny, that.
And then it gets worse. Trying to “de-skew” proper hiring results is best fixed de-skewing the pool. That means influencing people’s own choices as to what sort of job they’d like to learn to do. Push females into engineering schooling, push males out and make them learn something soft and fluffy instead. If enticing doesn’t work, you end up needing to just pick highschoolers for their “lacking” demographic membership and force their job schooling choices to your liking.
They ain’t going to hurt you, Dees. And as much as I agree she can be trained and is the least-objectional option, but my office has had a missing person for over a year now. We’ve come close, but just can’t get it done.
Just hire Maia and another one, like that first deadpan girl, that way you meet the demands of the stupid manchilds while getting real competence and work done, just use Maia as a code monkey. Ya’know, ya might have to pick another candidate besides the first one, she’s most likely the bomber.
I forgot; cartoons > anime.
My daughter would dispute the cartoons>anime assertion.
But what do you say about the rest of the stuff that I said?
And the owner may sack Decaff if they hire someone useless for the job!
A sane company would just do another round of interviews: – possibly by checking out the rejected file for potential alternatives
Or they would just delay hiring
However…this is GAME(r) DUNGEON!
Sorry, I meant Game Fortress. Don’t know what came over me
The most dysfunctional candidates are A) The breathtakingly arrogant unemployable; B) The ex-con unemployable whom threatened murder; and C) The AI corporate spy unemployable
or
D) The half trained young lady who’s going to make Princess lock herself in a cupboard and cry just by turning up to work.
Well….
I’m sure DeCaff will enjoy having to stay awake to mentor a new programmer for the next six months or so!
Remembering that lower headcount in your department means you’re a less important manager than the other managers! (Unless you’re accounting)
But…..
Does the author have a more insane/funny option waiting in the wings?
We shall see!
(Loving this btw; Geek Fortress is a highlight of my Mondays)
I agree with everything you said, Stephen, except Mondays being the highlight of anything. Mondays = Groggy Badness.
I agree, the last thing this company needs is a weeb, but if it puts princess in her place, even a little bit, and gets this feminist lawyer to STFU and go away, I’m all for it.
Easy way to handle it, first ask themselves how desperate are they for a new coder? If the answer is “it can wait a few months, hire Mai as an intern coder and Community Manager. DeeDee can watch over her in the CM position and Mai can take classes in C++ or whatever cracked code lingo they use until she’s up to snuff as a code minkey.
But that way lies competence and functionality and which is anathema to Game Fort’s managerial style.
Sounds reasonable, evileeyore. Though I’m not sure reasonableness has any business at this place of business 😉
Every new employee will have a learning curve period when joining a new company
IF she gets hired, then Mei’s learning curve is going to be a lot steeper than most.
It’s still a BIG opportunity for her to get her foot in the career door and gain real entry level programming experience
Arguably, it’s an opportunity she doesn’t deserve since she hasn’t learnt the right programming skills yet
But on the other hand, when you’re short of bodies and the options are limited, a half trained newbie with at least some clue about the field is better than absolutely freaking no-one (if you put in the proper effort into developing them)
P.S. DeeDee hasn’t been stabbed in the back for a while?
I don’t know that Game Fortress is short of bodies.
I think the issue was… gender ratio?
Well, if it’s just gender ratio that they care about there isn’t a problem whomever they hire as long as they’re female and can string some code together
I suppose the real question then would be if there’s any urgency to hire another female employee?
Are the firm’s backers getting antsy?
If the conclusion of whatever mental processes that got them there indeed was “hire more women”, then they should just hire all five “female identifying” applicants that show up. Why even bother interviewing?
If they’d actually care about a _proper_ “gender ratio” then the first question is, what would that be? 50-50? Actually, no. Because the applicant pool isn’t 50-50, so trying for that sucks the pool dry, thus merely shifting the problem around to other companies. Now hiring is a competition in virtue signalling. Leaving all pretense of merits behind. So you’d have to first figure out what the ratio in the pool is, then make sure your hiring results reflect that.
Hiring for competence in relevant-for-the-company skillset is still the better choice, and properly done neatly takes care of the “gender ratio” by the magic of statistics. But of course we can’t do that for reasons. “We” also don’t seem to care that some hiring pools are heavily skewed the other way. Funny, that.
And then it gets worse. Trying to “de-skew” proper hiring results is best fixed de-skewing the pool. That means influencing people’s own choices as to what sort of job they’d like to learn to do. Push females into engineering schooling, push males out and make them learn something soft and fluffy instead. If enticing doesn’t work, you end up needing to just pick highschoolers for their “lacking” demographic membership and force their job schooling choices to your liking.
They ain’t going to hurt you, Dees. And as much as I agree she can be trained and is the least-objectional option, but my office has had a missing person for over a year now. We’ve come close, but just can’t get it done.
Frank, Hire the first person who walks through the door. There! I fixed it!
They wouldn’t take the job.
Did Pizza delivery guy feel the job offer was beneath their dignity?
At my workplace? Yes.