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As a hiring manager know what you want and be careful what you communicate to determine your desired audience. Secondly, skill verification is a form of leaky

As a hiring manager know what you want and be careful what you communicate to determine your desired audience. Secondly, skill verification is a form of leaky abstraction and may not be what hiring managers want. It’s most often not about finding the most skilled candidate but rather the most compatible candidate. This can commonly mean finding the least sucky person from a pool of sucky people. Hiring managers can game that by setting requirements criteria for a job. If you want extremely skilled people then get down to the metal and find candidates that like to work without tools or abstractions. If you super versatile candidates find people with experience in a bazillion different tools. If you just want a body to fill a seat that is quick to hire/fire select for the latest trendy framework. The best way to determine the right candidate is to ignore the nonsense on their resume and just talk to people. Dig in and see what they really want and then challenge it with questions only they can answer. Most people are bodies just wanting to be hired without bringing anything special to the table so that’s what most employers target for. The real challenge here is finding people that are highly skilled in a market where exceptional skills outside the bell curve are not commonly rewarded, because these people will not self identify as awesome when looking for work in compatibility driven system. The people that most typically do identify as awesome tend to not be as awesome as they believe.

ms_sv 8mo ago
This is a real insight "finding the most skilled candidate but rather the most compatible candidate", thank you very much, this is the kind of feedback I am looking for from engineers. I never looked at it from this perspective. I talked to hiring managers and most of them say skills is good but what we want is a personality because skills can be taught and personality cannot be. Personality I have experienced that, very skilled teammate exceptional, but personality was not a fit, so the management was not happy. "The best way to determine the right candidate is to ignore the nonsense on their resume and just talk to people.", that is true and this I have tried with when I was playing the role of hiring manager trying to find a team member to work with me in the company I worked for. I imagine the peer-to-peer verification framework like this talk to people and ask them personalized questions, this is how exceptional talent will be flushed out I think. Given that, if you were to imagine a tool that helps surface those 'quietly exceptional' people—the ones who are highly skilled but won't self-identify—what would that tool look like? Does it even need to be a tool to begin with?
- austin-cheney 8mo ago
  > I talked to hiring managers and most of them say skills is good but what we want is a personality because skills can be taught and personality cannot be. That is correct, but its an extreme over simplification. What they mean by personality is among these: * excellent soft skills - can listen and emotionally bond with others * excellent written communication - the ability to put into writing high precision content with minimal revision that is well structured. It should not take advanced effort to turn meeting notes into a formal written recommendation. * discipline / conscientiousness - this is awareness of the space outside yourself. It is the ability to balance 6 things at once with endurance throughout the day. Yes, technical skills can be taught. Hiring managers really prefer to retain their people and not have to rehire, so teaching people is a long game of minimal continuous effort from the leader via proper assignments and continuous practice on the part of the individual contributor. If the individual contributor also does this work as a hobby outside the office that is even better, but it would be a massive ethical violation to impose this or it intermingle it with assigned tasks. I am a hiring manager, by the way. From a tooling perspective I am not sure. My organization uses a tool called GreenHouse. It contains a candidate's resume and credentials and allows HR to build out forms for interview feedback. The insight part is always a challenge. I am fully remote so I am actively watching everything a candidate does with their eyeballs as much or more than listen to the content of their answers, because I want to know what they are thinking and what they are looking at since AI prompts during interviews is now a thing. When I do look at a resume what I am only looking at: * Years of total experience * Job hopping versus loyalty/duration * Credentials like education attainment, certifications, and so forth
  - ms_sv 8mo ago
    Yes absolutely, I am looking for framework that will be included in the platform to be able to asses someone and determine those accurately skills to have them in the CV it is not easy and it is a challenge, overall those skills can make a teammate be valued among others. The AI interviews part is becoming very common as well, this is the issue I wanna solve since it is very easy to fake it while remote. I have another question, have you ever faced with getting a perfect candidate during interviews this person passes fully it is great, everything matches but then after 1 or 2 months the just completely flip and are not the candidate(now employee) what you tought and everyone else tought they are?

ms_sv 8mo ago

This is a real insight "finding the most skilled candidate but rather the most compatible candidate", thank you very much, this is the kind of feedback I am looking for from engineers. I never looked at it from this perspective. I talked to hiring managers and most of them say skills is good but what we want is a personality because skills can be taught and personality cannot be. Personality I have experienced that, very skilled teammate exceptional, but personality was not a fit, so the management was not happy. "The best way to determine the right candidate is to ignore the nonsense on their resume and just talk to people.", that is true and this I have tried with when I was playing the role of hiring manager trying to find a team member to work with me in the company I worked for. I imagine the peer-to-peer verification framework like this talk to people and ask them personalized questions, this is how exceptional talent will be flushed out I think. Given that, if you were to imagine a tool that helps surface those 'quietly exceptional' people—the ones who are highly skilled but won't self-identify—what would that tool look like? Does it even need to be a tool to begin with?

austin-cheney 8mo ago
> I talked to hiring managers and most of them say skills is good but what we want is a personality because skills can be taught and personality cannot be. That is correct, but its an extreme over simplification. What they mean by personality is among these: * excellent soft skills - can listen and emotionally bond with others * excellent written communication - the ability to put into writing high precision content with minimal revision that is well structured. It should not take advanced effort to turn meeting notes into a formal written recommendation. * discipline / conscientiousness - this is awareness of the space outside yourself. It is the ability to balance 6 things at once with endurance throughout the day. Yes, technical skills can be taught. Hiring managers really prefer to retain their people and not have to rehire, so teaching people is a long game of minimal continuous effort from the leader via proper assignments and continuous practice on the part of the individual contributor. If the individual contributor also does this work as a hobby outside the office that is even better, but it would be a massive ethical violation to impose this or it intermingle it with assigned tasks. I am a hiring manager, by the way. From a tooling perspective I am not sure. My organization uses a tool called GreenHouse. It contains a candidate's resume and credentials and allows HR to build out forms for interview feedback. The insight part is always a challenge. I am fully remote so I am actively watching everything a candidate does with their eyeballs as much or more than listen to the content of their answers, because I want to know what they are thinking and what they are looking at since AI prompts during interviews is now a thing. When I do look at a resume what I am only looking at: * Years of total experience * Job hopping versus loyalty/duration * Credentials like education attainment, certifications, and so forth
- ms_sv 8mo ago
  Yes absolutely, I am looking for framework that will be included in the platform to be able to asses someone and determine those accurately skills to have them in the CV it is not easy and it is a challenge, overall those skills can make a teammate be valued among others. The AI interviews part is becoming very common as well, this is the issue I wanna solve since it is very easy to fake it while remote. I have another question, have you ever faced with getting a perfect candidate during interviews this person passes fully it is great, everything matches but then after 1 or 2 months the just completely flip and are not the candidate(now employee) what you tought and everyone else tought they are?