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MAY 2023 I SMT007 MAGAZINE 51 bly of some units for the FAA," he replied. "It involves taking PCBs that we assembled on our SMT lines and connecting the PCBs together with wiring in a housing about the size of a small refrigerator. We estimate we'll need 20 operators and five supporting engineers." Matt then gave them a tour of the facility, responding to their questions along the way. "I pay the operators about $20 per hour and the engineers $40 per hour," Matt said. "I fig- ure a 40% premium is fair. So, in the future I plan to charge $28 per hour for the operators and $56 per hour for the engineers. Does that seem about right? Sue and Andy stared in disbelief at Patty. Could Matt make a profit with these new rates? What did Patty and the young couple recommend? Note om Dr. Ron: I'm sure that many read- ers think that this post is just a work of fiction. Aer all, no one could be as clueless as Matt. As with all my posts, this one is based on a true story. SMT007 Dr. Ronald C. Lasky is an instructional professor of engineering for the Thayer School of Engineering at Dartmouth College, and senior technologist at Indium Corporation. To read past columns, click here. Download The Printed Circuit Assembler's Guide to… Solder Defects by Christopher Nash and Dr. Ronald C. Lasky. You can also view other titles in our full I-007eBooks library. We've all hired the wrong person at one time or another. It's a mistake that, if left uncorrected, can keep on giving for a long time. It reminds me of the adage, "Hire slow, fire fast." In their book Who: The 'A' Method for Hiring, Geoff Smart and Randy Street share the best ways to hedge your bets in hiring and improve your select- ing and hiring techniques. You will probably get rid of your hiring headaches and mistakes, which are often caused by putting more emphasis on who we hire than on why we hire. Smart and Street say that hiring mistakes happen when managers: • Are unclear about what is needed in a job • Have a weak flow of candidates • Do not trust their ability to pick out the right candidate from a group of similar-looking candidates • Lose candidates they really want to join their team In this book, learn about the 10 types of "Voodoo Hiring," four methods to minimize or eliminate it, and how to look for competencies which will matter after hiring. This review was written by Dan Beaulieu. To read the entire article, click here. Dan's Biz Bookshelf: Who: The 'A' Method for Hiring

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