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This is a very cogent comment, although it actually doesn't apply to me. I haven't hired/interviewed an actual employee in many years for various reasons, and w
by raganwald 16y ago
This is a very cogent comment, although it actually doesn't apply to me. I haven't hired/interviewed an actual employee in many years for various reasons, and when I did hire actual employees, circumstances were such that these specific techniques did not apply.
Also, I rarely talk about specific criteria that I am currently using to filter people. This is because some people treat getting interviews as a game, and employ "SEO" to get interviews:
http://weblog.raganwald.com/2008/03/games-people-play.html http://weblog.raganwald.com/2008/03/games-people-play.html
The least broken heuristics are the ones nobody knows you're using, IMO.
- jacquesm 16y agoSo your posting was actually academic. Go figure, I completely bought it and thought that you were actually hiring people according to this practice! Where did I go wrong?
- raganwald 16y agoWell, selecting people is perhaps a better way to put it. I assemble teams from time to time. Sometimes these are project-specific, sometimes these are founders for a startup, rarely are they old-fashioned "here's a paycheque, here's your cubicle" situations. I never suggested that my practices are some sort of universal heuristic for every organization to use, nor did I suggest that other means of finding people were incorrect, or that other typs of people would not perform adequately or even better than the people I get to know. I wouldn't call the post academic at all, but I would say that discussion about lawsuits is academic. FWIW, I try to avoid discrimination because it conflicts with my values, not because of the possibility of legal trouble. I'm a member of a visible minority myself, so I'm keenly interested in avoiding bias even if it is by accident.