3 ms·

It doesn’t matter how many hundreds of rounds of interviews and checks you have, you will always run into Bayes Error. You will never be able to filter out ass

It doesn’t matter how many hundreds of rounds of interviews and checks you have, you will always run into Bayes Error. You will never be able to filter out assholes who can hold it together for an interview. Or lazy people who get hired and rest and vest. The solution is not to create a hellish interview pipeline that actually competent people will just say no to. The answer is to accept firing people if they’re a bad fit early, with appropriate severance.

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Terretta 3y ago
I agree with this. And going further, it would also be nice to normalize "dating around" where a candidate and firms could learn a bit about each other while if it's not a fit, the candidate can continue where they are. If we can do parental leave, we should be able to manage life-change leave. Granted, the logistics, IP, confidentiality, and many other things feel incredibly complicated to sort out. And yet firms work with consultants running around talking to all their competitors, and the world doesn't end. At the same time, keeping people in roles that aren't satisfying for either party makes little pragmatic or personal fulfillment sense, yet most of employment law seems oriented for that. Given the asymmetric stakes, seems worth figuring out ways we could prioritize humans over firms.
- red-iron-pine 3y ago
  > And going further, it would also be nice to normalize "dating around" where a candidate and firms could learn a bit about each other while if it's not a fit, the candidate can continue where they are. Job fairs, mate. That's the idea. Chat to a manager and an HR person, learn about the org, and maybe slip them a resume. 5 min of face time with a candidate or an org can be enough to tell you what you need to know. Though heavily centralized around schools, there are definitely non-school related ones out there, too.

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Terretta 3y ago

I agree with this. And going further, it would also be nice to normalize "dating around" where a candidate and firms could learn a bit about each other while if it's not a fit, the candidate can continue where they are. If we can do parental leave, we should be able to manage life-change leave. Granted, the logistics, IP, confidentiality, and many other things feel incredibly complicated to sort out. And yet firms work with consultants running around talking to all their competitors, and the world doesn't end. At the same time, keeping people in roles that aren't satisfying for either party makes little pragmatic or personal fulfillment sense, yet most of employment law seems oriented for that. Given the asymmetric stakes, seems worth figuring out ways we could prioritize humans over firms.

red-iron-pine 3y ago
> And going further, it would also be nice to normalize "dating around" where a candidate and firms could learn a bit about each other while if it's not a fit, the candidate can continue where they are. Job fairs, mate. That's the idea. Chat to a manager and an HR person, learn about the org, and maybe slip them a resume. 5 min of face time with a candidate or an org can be enough to tell you what you need to know. Though heavily centralized around schools, there are definitely non-school related ones out there, too.