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A boss just can't fire anyhow... he/she has to look for an opportune moment. You gotta make a mistake in order to give him/her an opportunity at firing you. Firing anyhow could have legal repurcussions.
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The bigger the company, the less likely this is true.
The law varies from US State to State, and if the company created an employment contract with the employee then he might also have issues.
Where I live it is an 'At will' state and an employee can generally be let go or fired for no reason. This sounds scary but it turns out to not be in practice. And doing so tends to create problems for the company if they want to fight an unemployment claim.
_____________________________
Give a man a mug, he drinks for a day. Teach a man to mug...
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Mark Nischalke wrote: I get the impression the guy wasn't well liked
I get the impression you work for a pretty crappy company and/or boss. 
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Your boss's behavior is unprofessional, no matter how much of an ass the employee was.
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Mark Nischalke wrote: As soon as he left the boss broke up laughing, rolling on the floor laughing and saying how long they had waited for that to happen.
I think your boss should get fired for this immature behavior. What sort of company are you working for or may be name the company so that none of us join that by mistake  ...
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*looks at all other replies*
I think your boss is childish too, do I get (up)votes now too? 
Seriously though. If your boss is behaving like that maybe it was not the employee who was a jackass, but it was your boss being unable to steer that employee in the right direction.
If, as an employer, you find it *that* funny to see an employee leave that's pretty sad. You might be the next he'll be cracking up about.
It's an OO world.
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One of those you had to be there situation. It wasn't the boss who was the problem, it was definitely, most assuredly the employee who was the problem. No amount of coaching and mentoring could correct the situation.
I know the language. I've read a book. - _Madmatt
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Might want to think about keeping that paperwork of yours warm. Not generally a good sign when the boss is acting that outwardly sadistic. It lacked professionalism at a minimum.
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There was much rejoicing here recently when we learnt of the resignation of a colleague. In any company of more than 10 people there are those who you'd choose to work with, those who you could put up with working with and those you just want to poke in the eye.
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_Josh_ wrote: There was much rejoicing here recently when we learnt of the resignation of a
colleague. In any company of more than 10 people there are those who you'd
choose to work with, those who you could put up with working with and those you
just want to poke in the eye.
If you want, I could go out and find a good poking stick for you. Would you also like a bit of weight to it, so it could double for thumping those that deserve it?
Michael Martin
Australia
"I controlled my laughter and simple said "No,I am very busy,so I can't write any code for you". The moment they heard this all the smiling face turned into a sad looking face and one of them farted. So I had to leave the place as soon as possible."
- Mr.Prakash One Fine Saturday. 24/04/2004
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Michael Martin wrote:
If you want, I could go out and find a good poking stick for you. Would you also like a bit of weight to it, so it could double for thumping those that deserve it?
Just something that's easy to keep sharp would suit me thanks
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Hey guys, most folks I'm sure have been involved in hiring developers in some form or other. In your experience, through what medium are you generally most likely to find the best applicants? We've been asked to go a route that I'm not really comfortable with and am sure is going to provide plenty headache to sift through CV wise 
Recruitment Agencies
Word of Mouth
Poaching/Headhunting
Associates
Newspapers
Online Job ads
etc.
and please substantiate why. My personal preference is either through agencies or headhunting, the one because they pre-screen a lot of the chancers and the other because generally I've found that the good ones get kept close by the companies they work for.
PS. To all the fellow saffers don't forget to vote tomorrow! 
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Lol, got a deadline so haven't been reading the news. Thx.
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Obviously the best route is to poach someone because that generally means you already know all about them in the real world and they know all about you and what is expected of each other.
If you want good applicants from agencies then you have to pay decent wages. Agencies exist to place people in jobs, not to provide companies with employees.
Every man can tell how many goats or sheep he possesses, but not how many friends.
modified on Tuesday, May 17, 2011 10:11 AM
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There is no such thing as a dependable source. I've been marketed several times as an expert in a language or technology simply because I mentioned it on my resume. I've actually been told by one "agency" to pad my resume with experience I didn't have. Post an ad in the paper or on Monster/Dice/whatever. It's DEFINITELY cheaper, and you still get a reasonable selection of seemingly qualified applicants, especially if you stress the requirements necessary to get the position.
You should be able to tell during the interview who's got the chops to do the job. If they appear to answer all your questions to your satisfaction, you can further weed out the pretenders by setting up a laptop (with internet access) with some otherwise working code, and introduce a couple of bugs in it. Let them use the VS debugger to figure out what's wrong. Then ask them to add a feature that should be doable in a few minutes. If you really want to get fancy, ask them to implement a complete program doing stuff similar to what you need him/her to do. Give them 30 minutes to complete the program, and leave the room.
There's no reason an interview has to be dull/boring for everyone involved.
".45 ACP - because shooting twice is just silly" - JSOP, 2010
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You can never have too much ammo - unless you're swimming, or on fire. - JSOP, 2010
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"Why don't you tie a kerosene-soaked rag around your ankles so the ants won't climb up and eat your candy ass." - Dale Earnhardt, 1997
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Better still, get the applicant to bring in some working code or project and ask them to demonstrate it.
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I do that without being asked, but that doesn't illustrate my ability to debug nor research a coding technique that I may npot be familiar with. That's why I suggested giving them a company laptop and letting them "have at it".
".45 ACP - because shooting twice is just silly" - JSOP, 2010
-----
You can never have too much ammo - unless you're swimming, or on fire. - JSOP, 2010
-----
"Why don't you tie a kerosene-soaked rag around your ankles so the ants won't climb up and eat your candy ass." - Dale Earnhardt, 1997
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One of our primary concerns is also the ability to deal with making a abstract concept into a working solution. A lot of folks are happy to work with a detailed spec sheet and purely code\develop from that but it's harder to find people that can engage stakeholders and transform their concepts into reality.
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Mario Luis wrote: detailed spec sheet
I don't think I have ever seen one of those.
Can I have a job?
Every man can tell how many goats or sheep he possesses, but not how many friends.
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I think a detailed spec sheet is one of those mythical creatures like unicorns, in SME's.
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Agency every time - but I like to develop a relationship with an agency - they get to know my likes and dislikes, and only put forward candidates they think I will like.
I always go exclusively through a single agency (and get lower rates for that)
The screening process pays for itself after a few recruits - of course if recruiting is rare, the payback may take longer - but when my boss insisted we went direct, guess who had to read through 64 CVs?
After about a year, and one permie and two contractors through a single recruiter at an agency, we were only getting two or three applications through, at most, and I would probably have employed all of them. We never wasted time with people turning up, then not liking the sound of the role - the agency knew us well enough to put them off before they crossed our threshold.
word of mouth can be fine - but I always take care to promise nothing, and still interview carefully - their pal might think they're a genius, but they need to prove it to me!
Poaching can be OK if you know the person (and then it's word of mouth really!) I have had the experience where someone who was poached (not by me) got a little too big for their boots, so impressed were they by being singled out,
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_Maxxx_ wrote: - but when my boss insisted we went direct, guess who had to read through 64
CVs?
My fear. Been down that road with a previous company. I actually enjoy the whole interview process as it's always very interesting to get someone to talk about their experience and how they applied their knowledge. This normally tells me quickly who knows what they are talking about and those who are just wind. The reason I separated poaching and word of mouth is I lean towards the old saying, "Don't mix family with business", I tend to apply this with friends or associates I know closely as it can easily ruin a friendship. Poaching is more not knowing the person and by word of mouth I meant friend or associate.
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All of them. You never know who turns up.
Dr D Evans "The whole idea that carbon dioxide is the main cause of the recent global warming is based on a guess that was proved false by empirical evidence during the 1990s" financialpost
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Mario Luis wrote: In your experience, through what medium are you generally most likely to find
the best applicants?
Either hire someone you worked with and know them well or someone recommended by a person you trust. Everything else is a gamble.
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