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Sorry, my first reply added zero bits of information. Yes, I have absolutely managed hiring ads exactly the same way one manages selling things online, right do
by raganwald 15y ago
Sorry, my first reply added zero bits of information. Yes, I have absolutely managed hiring ads exactly the same way one manages selling things online, right down to split testing different ads, managing keyword buys, the usual yadda yadda. It’s tough, because there is so little signal.
It’s also harsh because the best source of good candidates are personal contacts, which violate just about everything in the post. Which suggests that the post is really only about one very specific thing, managing the inbound funnel generated by ads, cereers@yourcompany.com, and so on.
- cousin_it 15y agoThanks, and sorry for asking a harsh question :-) Your recommendations are sensible. It's curious that they seem to suggest that coding ability is close to a one-dimensional measurement of the candidate. Do you think we could measure the largest principal component of coding ability with a standardized exam, like IQ? That would save everyone the hassle of interviewing, and also ensure non-discrimination as a nice bonus.
- raganwald 15y agoI don’t personally think software development ability is one-dimensional, but the post was intended more as a caution against an anti-pattern than a how-to for interviewing. But since you ask about non-discrimination, this was on HN recently: http://raganwald.posterous.com/a-womans-story http://raganwald.posterous.com/a-womans-story Discussion: http://news.ycombinator.com/item?id=3772292 http://news.ycombinator.com/item?id=3772292 (Warning: Heavy on the subject of Race, IQ, Reverse Discrimination, and other pet topics).