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Suppose my interviewing process is rather limited and I can only measure the y-intercept with pretty severe error bars... like to within +/- 30%. Also, my inter
by mcherm 5y ago
Suppose my interviewing process is rather limited and I can only measure the y-intercept with pretty severe error bars... like to within +/- 30%. Also, my interviewing process is even MORE clueless at measuring the slope... it could be tilted +/- 30 degrees from where it is (note: that means the slope might well be negative) and also THAT measurement is especially subject to unconscious racial and similarity bias.
Then what do I do?
I might choose to focus more on the y-intercept because I at least have a vague idea of what that is by reviewing the resume plus a few hours of writing code on a whiteboard (which is a terrible assessment), whereas my ability to measure slope is almost meaningless.
- lumost 5y agoTBH every time I've been in a debrief where someone was pushing to hire an individual who didn't quite clear the bar it's because the candidate "reminded them of an earlier version of themselves". This reminder is the most biased form of hiring I've encountered, as it's almost entirely based on the interviewer assuming context about the candidates background and assuming that that background leads to success.
- ChicagoBoy11 5y agoI posted the reply as a top-level comment, but the very questions you bring up are issues that some econ fields have taken seriously and have tried to model it empirically and test parts of it empirically. The observing all of this is a lot of where the complexity lies, as you rightly point out. If you care at all to poke further, I posted a link to a lecture series which will talk far more about this than you'd ever want to hear.