The problem with these 'how to hire' articles is that they're not based on empirical evidence. Therefore they might be just as wrong as Google's interview puzzl

The problem with these 'how to hire' articles is that they're not based on empirical evidence. Therefore they might be just as wrong as Google's interview puzzles (which were found to be worthless). >So if you’re hiring for an IT role, find and talk to an IT person about what makes a good team member. Not sure why that's relevant. People can be good team members without really thinking about what makes a good team member (and vice versa). >Savvy HR departments are already looking through candidates’ Facebook and LinkedIn profiles. I recommend going as far as checking a candidate’s Twitter feed to gain insight. That's illegal in most of Europe. It's pretty dangerous to check somebody's personal social media feeds. The interviewer will probably be affected by the candidates politicial or ideological positions (possibly subconsciously). >People tend to be the most alert and thoughtful during this initial stage of the job application process. And some people submit a lot of job applications and don't have time to pay perfect attention during that process (even if they are alert and thoughtful on the job).