Wendy’s "hires for potential." Scott describes this strategy as a philosophy that
a) entry-level hiring needs to be viewed as a real guess as to what potential might be possible with any new hire.
b) concludes it is better to hire for capability and train for skill.
c) applies to determining if a candidate has the potential to be a manager.
d) assesses the potential to provide good customer service and interact with people; nothing else is more important.
e) concludes it is better to hire for skill and then train to expand capability.
