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Gladwell : Most likely to succeed : How do we hire when we can't tell who's right for the job?
- bdfh42 18y agoThis was posted yesterday - but not to worry - it deserves a bit more attention although it might be a bit long for some folks.
- bootload 18y ago"... it deserves a bit more attention although ..." Agreed it is worth the read. Evaluating who is best for particular tasks seems to revolve around simulated stress and rigorously tested 'competency'. Not an easy thing to simulate in Startups.
- bdfh42 18y agoAgreed. The suggestion is (and this does not differ widely from my all too long experience in such matters) that the only valid evaluation is "How does someone perform in the job?" Is it therefore implied that we should hire on criteria that is not task specific (like will someone's personality fit in with the team) and then be prepared to fire them quickly if they don't work out? The problem is that hiring is a lengthy process - we are all adverse to the idea of it becoming a continual process.
- danielhodgins 18y agoThis article was brilliantly written and right on the money. Superstar teachers are VASTLY underpaid, and it bothers me that dreadful teachers who $*&% the dog are paid the same as highly talented teachers who dedicate their life and talents to their profession. The CEO of the investment advising company states that he is willing to interview thousands of people to get a handful of potential advisors. He noted that 70 out of the top 125 elite investment advisors are from his firm. Perhaps individuals interested in starting a company could apply similarly stringent techniques in evaluating potential co-founders.