You can. Just like everyone can use a good password. Yet many dont.
Also there is a good reason not to make week 1 in person. You reduce your access to talent. I know we are in the everyone RTO and do 100hrs a week part of the BSiness cycle. But still.
Workers are currently in a bear market. No company has problems “accessing” talent, at least today. They aren’t going to lose a candidate by simply insisting on an in-person step, whether it be an in-person interview or a week of in-person work.
> Also there is a good reason not to make week 1 in person. You reduce your access to talent.
… I don't think candidates are going to turn down a company in droves for an initial 1 week onsite. You make it sound like you're losing access to all remotes.
> 100 people. Working full time. Cannot take leave at last minute (or may not have it to take).
You're misinterpreting the thread. The context here is that the candidate is post-hire (…candidate is perhaps a poor word, but in the context of TFA, it makes more sense), so they're employed by the same company they're visiting.
I.e., the suggestion here is that Person A's employer E flies A out to E's headquarters to work for ~1 week.
Then you meet them in person, and can visually see they're not some fraudster in NK.
I.e., you start in-person, and transition to remote after 1wk.
The cost isn't an issue. If I'm a well paid pro looking at 10 interview pipelines. I ain't taking say 3 weeks off work to do my top 3 interviews. It's insane. Pay my flights and 20k might consider it.
It might work for grads or people out of work if it is well paid e.g. at least pro rata od the target salary. But that's a subset so if the employer chooses this they narrow their pool.
Also there is a good reason not to make week 1 in person. You reduce your access to talent. I know we are in the everyone RTO and do 100hrs a week part of the BSiness cycle. But still.