5 ms·

The secretary problem says that once you pass on a CV you cannot go back and latter decide you want that person. I don't think that is a restriction that exists

• CodesInChaos 6y ago
  When I was involved in hiring, we received a steady stream of CVs and then had to decide if we want to interview and eventually hire or reject a candidate (typically we decided right after the interview or programming task). While there is a short time window in which multiple candidates might be evaluated, this approach is pretty close to the assumptions of the secretary problem.
  • ghaff 6y ago
    I assume that's pretty typical. It's certainly my experience. We interview someone and have a call and it's usually either an enthusiastic yes. Or an OK I guess (or just no), in which case we keep looking. I'm not sure I can think of a case where we were "I guess they'll meet our needs if no one better comes along."
    • toast0 6y ago
      > I'm not sure I can think of a case where we were "I guess they'll meet our needs if no one better comes along." You may not have been at an organization with a policy that unfilled positions after X time get removed. When you get close to the end of the time, there's pressure to hire someone, even if they're not great, because otherwise you'll lose the position. On the other hand, I have had a case where someone was not hired for a position, and then later was asked to interview for a different position with the same hiring manager, and was hired for that.