91–100 of 223 posts
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Apprenticeship? Actually spend time working with them on real work. It's both hard and doesn't scale.
The problem is that you have 100 applicants and one apprentice slot.
Good hiring almost certainly has to be a significant competitive advantage. It makes me wonder why so many otherwise successful companies let HR bungle the hiring process.
Because it is really hard to reliably hire good people. Almost all typical signals & methods (CVs, experience based interviews, …) have very low reliability. An IQ test has the highest reliability according to studies but would be illegal in most jurisdictions. Plus, hiring managers frequently don’t know what they want or they believe they want something that they actually don’t
IQ is correlated to many things (eg, income) but I’m not sure about job performance. Maybe for some industries. I was working for a software company and it seemed pretty useless for hiring or selecting project team members.
Good hiring almost certainly has to be a significant competitive advantage. It makes me wonder why so many otherwise successful companies let HR bungle the hiring process.
Here's the secret: it's still just gambling. Elon musk isn't a trillionaire because he brought something special to the table; it's because he was able to perform the martigale enough times and he arbitrarily reached the top. Hiring is exactly the same thing, even when trying to do it on merit, people are simply poor judges of character, ability and the rest. Most of society is governed by people who simply kept gett…
Why aren’t there more Elon Musks? It’s not like the universe just picks a rando every 1000 years and it’s Elon Musk now and Mansa Musa last time.
I think similarly, there are random elements but hiring is not random. People aren’t randomly successful or not. There are many factors, most based on individual decisions and group alignments, I think.
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It goes the other way as well though. Companies are increasingly filtering resumes/candidates in a sufficiently aggressive fashion to the point that they're strongly incentivizing, if not actively selecting for, people that are gaming the system in some way or another. Quite odd this is all happening when ostensibly the unemployment rate is very low, which should make it an employee's market.
> Companies are increasingly filtering resumes/candidates in a sufficiently aggressive fashion to the point that they're strongly incentivizing, if not actively selecting for, people that are gaming the system in some way or another. Which itself is a symptom of companies getting drowned in AI generated resumes. It's becoming more common for people to use AI tools that will operate browsers to mass-submit resumes for…
I am not too sure about that. Possible, yes. Easily? only if the interviewer sucks at interviewing. If are “gamed” during live interviews, you probably should not be interviewing.
“…live video interviews are now easily gamed by real-time assistance tools.” I am not too sure about that. Possible, yes. Easily? only if the interviewer sucks at interviewing. If are “gamed” during live interviews, you probably should not be interviewing.
“…live video interviews are now easily gamed by real-time assistance tools.” I am not too sure about that. Possible, yes. Easily? only if the interviewer sucks at interviewing. If are “gamed” during live interviews, you probably should not be interviewing.
Here's how you fix hiring... Have them demonstrate competency. It's really easy to screen out people when you say "Hey - login to this VM and show me how to import raw data into postgres and run a report." Or do whatever you're going to do. My favorite story is from a particular sean who had a candidate that said they'd been using VM for 20 years, and when he went into a document the candidate hit j 200 times to go l…
I don’t use it as an IDE, I use it 5-10/year to read or edit a random file.
I probably wouldn’t remember “g” or whatever the goto command is. And hitting j 200 times isn’t the end of the world.
Are there any battle-tested strategies for hiring that are generally known to be good, but aren't often used because it's hard or doesn't scale? Asking because my business is growing and we've gotten lucky with our hires so far, but I'd like to add my discipline to hiring well.
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The bigger issue is the screening filters are flooded now (and also largely AI “enhanced”) so getting real signal through the noise is becoming basically impossible.
I think we'll just end up going back to referrals. It might generate more nepotism, but at least the company will feel like it's doing a better job and not cause it to overly focus on hiring to the detriment of its current employees.