4 ms·
>I ran across this study a few months ago that says IQ-like tests, structured interviews (canned questions), and work-sample evaluations were some of the few us
by plaguuuuuu 11y ago
>I ran across this study a few months ago that says IQ-like tests, structured interviews (canned questions), and work-sample evaluations were some of the few useful interview tools for selecting good employees [1].
They're great for determining which employees will be productive
They're entirely terrible for figuring out which employees will be decent people to spend 9-5, 5 days a week with.
Realistically you need a bit of both
- inopinatus 11y agoI've found that well-designed (i.e. open ended) standardised questions help normalise comparison between candidates. Especially helpful if you have many candidates in a pipeline and/or a pool of interviewers that compare notes. Work samples are my #1 competence filter. They've also formed the basis of great interviews. As for your second point, sometimes you want to hire a change agent. It takes skill and practice to distinguish toxic personalities from the merely disruptive. Again, standard questions designed from a perspective of empathy and experience have helped me.