3 ms·
Any process that attempts to “solve” the technical skills verification problem will not work unless it replaces the technical portion of the on-site interview.
by hysan 7y ago
Any process that attempts to “solve” the technical skills verification problem will not work unless it replaces the technical portion of the on-site interview. Otherwise, companies can still reject based on technical assessments in which case you’ve solved nothing. You’ve simply changed the shape of the hiring funnel.
Also, looking beyond the immediate need, companies would also need to understand that this only applies to very specific positions. You shouldn’t apply this to entry level, nor should you apply this to positions where the employee is expected to adapt quickly to changing tech stacks. What this leaves you with is contracting. You hire experts with a very specific skillset that you need that is verified by an agency. For everything else, there is still not a good generic solution.
- DoreenMichele 7y agoYou’ve simply changed the shape of the hiring funnel. Sometimes, that's enough to make a real difference. https://en.m.wikipedia.org/wiki/Rooney_Rule https://en.m.wikipedia.org/wiki/Rooney_Rule
- hinkley 7y agoYou know what's super weird? My company selects for people who can pass white board interviews. Which are not only terrible in their own right but also not the way anybody I know codes. And despite that, most of the people I work with are actually below average at explaining things with drawings or whiteboards. And since that average in our industry is already "pretty awful" that's saying something. So not only are we looking for the wrong thing, but we haven't even proven our own people can do the thing we thought we were looking at. I'm starting to think a lottery system would be better. We know we have algorithms that do better with random sampling. Maybe hiring is one of them.