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> based on their own technical intuition That results in biased hiring based on "I like this person, they think/talk like me". > look at the candidate's publi
by jasonpeacock 3y ago
> based on their own technical intuition
That results in biased hiring based on "I like this person, they think/talk like me".
> look at the candidate's public code contributions
Also biased hiring on candidates who have the time & inclination to do extra-curricular coding at the required level.
> Founders have a financial incentive to not hire bad candidates
All companies have financial incentives to not hire bad candidates, the cost a bad hire on productivity and cost to manage them out is high. In fact, the incentives are so strong that the entire hiring system is optimized to avoid bad hires at the cost of missing out on good hires.
That's why the system is so frustrating - only strong candidates with clear signals get hired.
- xboxnolifes 3y agoAll hiring is biased. That's the entire point of behavioral interview questions. To make sure the applicant acts/responds similar to how the company expects/wants. And I've yet to encounter a company which hires without at least one behavioral interview component.
- drewcoo 3y ago> To make sure the applicant acts/responds similar to how the company expects/wants. That's what "culture fit" is about, not behavioral questions.
- xboxnolifes 3y agoPotato potato.
- jasonpeacock 3y agoThere's a difference between "I used my intuition to decide to hire them" (bias-driven) vs "I collected behaviorial examples that I compared to my company's values" (data-driven). It's OK to say "we didn't hire this person b/c they gave an example of how they reacted to criticism that doesn't reflect our corporate values". It's not OK to say "we didn't hire this person b/c I had a bad feeling about them".