Hiring the right person is a challenging endeavor, often more so than learning new software. Bryan Creely, a former recruiter, was denied a job despite being highly qualified because he lacked recent experience with the company's specific applicant tracking system. The recruiter acknowledged Creely's skills but stated the hiring manager was unwilling to consider him without this particular software experience. While some skills require extensive on-the-job learning, many software programs are designed for end users to master quickly. Creely notes that some hiring managers prefer prolonged recruitment over brief training periods. Critical abilities like team management or client relations are best learned through experience. However, most end-user software can be learned through training and readily available resources. Training is generally an inexpensive investment, especially when compared to the cost of a vacant position. For Creely, a few hours of hands-on guidance or a short training course would have been sufficient. The cost of training is often outweighed by the productivity lost and increased burnout from unfilled roles. Interviewing candidates also consumes valuable time that could be spent on revenue-generating activities. While there's a risk of trained employees leaving, so is the risk of a competitor hiring a candidate you passed over. Investing in training can transform a promising candidate into a top performer.