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I am not sure how I would feel if my resume was posted here. I've already found someone I was able to quickly identify by looking at the resumes. I would have expected more discretion on the recruiters part.
Aline here. I got permission from everyone whose resume I used in this experiment.
> As it turned out, people were pretty bad at filtering resumes across the board, and after running the numbers, it began to look like resumes might not be a particularly effective filtering tool in the first place. Her theory - people suck at filtering because the tool they use is poor. > it may not be a matter of being good or bad at judging resumes but rather a matter of the task itself being flawed — at the end o…
> If you treat hiring like a sales funnel (and you should), then a resume is a great way to eliminate unnecessary time for your team to assess someone's cultural fit. Where's the evidence that it is great at this? Certainly, its a basis for narrowing the set of candidates that get further review, but is it a good basis?
I was slightly perturbed by the original author as she offered no real solution.
> As it turned out, people were pretty bad at filtering resumes across the board, and after running the numbers, it began to look like resumes might not be a particularly effective filtering tool in the first place. Her theory - people suck at filtering because the tool they use is poor. > it may not be a matter of being good or bad at judging resumes but rather a matter of the task itself being flawed — at the end o…
>For each resume, I had a pretty good idea of how strong the engineer in question was, and I split resumes into two strength-based groups. To make this judgment call, I drew on my personal experience — most of the resumes came from candidates I placed (or tried to place) at top-tier startups. In these cases, I knew exactly how the engineer had done in technical interviews, and, more often than not, I had visibility i…
Some of the worst people I know also have the best resumes. I think they've learned to optimize where they can.
Earlier quoted context omitted.
> If you treat hiring like a sales funnel (and you should), then a resume is a great way to eliminate unnecessary time for your team to assess someone's cultural fit. Where's the evidence that it is great at this? Certainly, its a basis for narrowing the set of candidates that get further review, but is it a good basis?
Where's the evidence that there is a better alternative? I was slightly perturbed by the original author as she offered no real solution.
Where's the evidence that resumes are better than random selection among applicants into the next round, much less enough better to be a net positive given the resources that go into reviewing them?
Earlier quoted context omitted.
> If you treat hiring like a sales funnel (and you should), then a resume is a great way to eliminate unnecessary time for your team to assess someone's cultural fit. Where's the evidence that it is great at this? Certainly, its a basis for narrowing the set of candidates that get further review, but is it a good basis?
Where's the evidence that there is a better alternative? I was slightly perturbed by the original author as she offered no real solution.
Earlier quoted context omitted.
What do you think about the writing sample idea in the article? Doesn't seem crazy to me.
Great... if you're hiring writers. Writing skill is uncorrelated with everything else. I'm a great writer. Many engineers I admire and respect are not. I've got no magic bullet. Hiring people you know is good, and I strongly recommend informal face-to-face interviews. Two of the best interviews I've ever had (one where I was the interviewer, the other where I was the interviewee) were mostly about language design, wh…