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If he said it himself, then it’s not an unconscious bias, is it? The point of interviewing is bias in the first place - to find people who are good - and it’s

by tomp 4y ago

If he said it himself, then it’s not an unconscious bias, is it? The point of interviewing is bias in the first place - to find people who are good - and it’s not unreasonable to assume that “I want to be good” and “this potential hire is good” would result in correlated features

teddyh 4y ago
If one can’t escape or compensate for it, then it doesn’t matter if it’s conscious or unconscious bias.
- tomp 4y ago
  You can escape it by becoming a better software engineer. Up to the limit of your IQ, which is the real bias that everyone sweeps under the rug, especially all the bigtech companies espousing “inclusivity” (all lies, actually exclusivity, as they don’t hire most people, especially stupid people).
  - teddyh 4y ago
    > You can escape it by becoming a better software engineer. Why? Are better software engineers less biased? Why would that be? I would assume that they are human, and therefore just as prone to biases, like everyone else.
BlargMcLarg 4y ago
Rationality doesn't work when studies have repeatedly found virtually no correlation between 'someone good doing hiring as they like' and good candidates in the context of retention, performance, and more. Even rationally it doesn't make much sense. You're judging people on what they do in a year given how much an individual likes them and believes them to be good given a day's worth of input. Even if such an individual finds a lot of 'good' hits, nothing would tell them if it was this particular selection mechanism, other selection mechanisms, the workplace, luck, or none of them. The same goes the other way around for 'bad' hits. Not to mention, if rationality worked, we'd see 'years of experience' have great correlation with 'good' candidates. Yet YoE always fails to contribute greatly given the presence of other metrics.
- tomp 4y ago
  Cool, next time you're hiring, remember this and hire someone with no experience, no technical interviewing, just by "divine inspiration" (a.k.a. your emotions) and/or chance.

by tomp 4y ago

teddyh 4y ago

If one can’t escape or compensate for it, then it doesn’t matter if it’s conscious or unconscious bias.

tomp 4y ago
You can escape it by becoming a better software engineer. Up to the limit of your IQ, which is the real bias that everyone sweeps under the rug, especially all the bigtech companies espousing “inclusivity” (all lies, actually exclusivity, as they don’t hire most people, especially stupid people).
- teddyh 4y ago
  > You can escape it by becoming a better software engineer. Why? Are better software engineers less biased? Why would that be? I would assume that they are human, and therefore just as prone to biases, like everyone else.

BlargMcLarg 4y ago

Rationality doesn't work when studies have repeatedly found virtually no correlation between 'someone good doing hiring as they like' and good candidates in the context of retention, performance, and more. Even rationally it doesn't make much sense. You're judging people on what they do in a year given how much an individual likes them and believes them to be good given a day's worth of input. Even if such an individual finds a lot of 'good' hits, nothing would tell them if it was this particular selection mechanism, other selection mechanisms, the workplace, luck, or none of them. The same goes the other way around for 'bad' hits. Not to mention, if rationality worked, we'd see 'years of experience' have great correlation with 'good' candidates. Yet YoE always fails to contribute greatly given the presence of other metrics.

tomp 4y ago
Cool, next time you're hiring, remember this and hire someone with no experience, no technical interviewing, just by "divine inspiration" (a.k.a. your emotions) and/or chance.