You should have stopped to think about why such a person was hired in the first place, while there are an endless supply of very talented, hard working, and honest young people who would never be given a chance at all.
But if I guess right, hiring is not seen as the responsibility of your company. And that's the core of the problem.
Sometimes people who are able to talk a lot do quite well in interviews - and University students need to be exposed to a wide variety of topics, but rarely support large projects for a long time, so that wouldn't be something that would come up in an interview.
well yes. the people who are really hiring are not the ones who will be working with them. It's a reflection of the MBA optimized culture we live in, so no wonder those who speak the language get in... even if they can't actually work with their immediate teammates.
> You should have stopped to think about why such a person was hired in the first place
The hiring process is probably barely better than random, and, probably even closer to random for a junior hire.
Junior hires mostly don't know anything. So, you're pretty much hiring on "seems smart, curious, and enthusiastic" and praying a lot that you can train them. You're simply going to get misses.
This is one of the advantages that you get running "cooperative engineering" programs. You get to vet juniors before they get welded into your pipelines.
You should have stopped to think about why such a person was hired in the first place, while there are an endless supply of very talented, hard working, and honest young people who would never be given a chance at all.
But if I guess right, hiring is not seen as the responsibility of your company. And that's the core of the problem.