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In the macro, there is a ton of demand for engineers yet short supply (particularly for universities). Thus the very high false negative rate observed at nearl

In the macro, there is a ton of demand for engineers yet short supply (particularly for universities). Thus the very high false negative rate observed at nearly every company indicates the interview system is broken. What would help is more disclosure from hiring managers and interviewers about what they want and the success rates of candidates. That information is still largely today only available to hiring managers and executives. We need less information arbitrage for a more efficient hiring system.

duped 5y ago
More information just makes it more difficult to filter out the scripters trying to automate their job applications. That's the biggest issue I have seen, personally. There's too much noise on the channel, and giving any advantage to the CV spammers is not going to make it less noisy.
dahart 5y ago
> Thus the very high false negative rate observed at nearly every company indicates the interview system is broken. What high false negative rate? Can you point to some data? By "false negative", are you referring to rejecting a good candidate? Are false negatives (rejecting a good candidate) more important than false positives (hiring a bad candidate)? > We need less information arbitrage for a more efficient hiring system. How do you define efficient? Whose efficiency are you considering, the company or the candidate? Why should efficiency be a primary goal of the hiring system, as opposed to simply finding the best candidates in a reasonable time frame?
throwaway744678 5y ago
The cost of a false negative to the employer is quite low (missing on a good candidate) compared to the cost of a false positive (hiring a bad one).
quickthrower2 5y ago
Engineers are of course not a uniform thing and every role is looking for different experiences and traits, so you’ll get a lot of good engineers knocked back from interviews who go on to get a job somewhere else. This might be trite but thought it is worth mentioning as what seems “unfair” can often just be this.

duped 5y ago

More information just makes it more difficult to filter out the scripters trying to automate their job applications. That's the biggest issue I have seen, personally. There's too much noise on the channel, and giving any advantage to the CV spammers is not going to make it less noisy.

dahart 5y ago

> Thus the very high false negative rate observed at nearly every company indicates the interview system is broken. What high false negative rate? Can you point to some data? By "false negative", are you referring to rejecting a good candidate? Are false negatives (rejecting a good candidate) more important than false positives (hiring a bad candidate)? > We need less information arbitrage for a more efficient hiring system. How do you define efficient? Whose efficiency are you considering, the company or the candidate? Why should efficiency be a primary goal of the hiring system, as opposed to simply finding the best candidates in a reasonable time frame?

throwaway744678 5y ago

The cost of a false negative to the employer is quite low (missing on a good candidate) compared to the cost of a false positive (hiring a bad one).

quickthrower2 5y ago

Engineers are of course not a uniform thing and every role is looking for different experiences and traits, so you’ll get a lot of good engineers knocked back from interviews who go on to get a job somewhere else. This might be trite but thought it is worth mentioning as what seems “unfair” can often just be this.