Yes, I mean to use maybe a Google Form. Ah hah, it makes sense that all can be optional (name, sure) but even no way of contacting the candidate can be possible (maybe just writing in the form—hm here is where digital people enter haha).
Ok, what about some interview-like questions, such as
Describe a time you were resolving an important problem.
What are you currently working on improving and what should you be?
How do you go about prioritization at work?
Describe a time you received or gave feedback. How did you feel?
How would you summarize your unique skillset?
How did you became interested in applying for the employment that you are specifying?
What is your role in a team? What should it be?
Or, questions relevant to the specific candidate’s preferences
What would an ideal employment look like for you?
Describe a collaborative working arrangement that you especially like or dislike.
What offers would you likely turn down?
Or, something that shows the applicants’ interests more broadly, such as
What is an article that you recently read? What do you think about it?
What article did you change your mind about? How?
What course did you take but realized that is irrelevant to what you want to do?
Axiological, moral value, and risk attitude questions can add information on the candidate’s fit, such as
How would you negotiate between scientific progress and wellbeing research of entities that do not contribute to progress, under scarce resources?
When is the Repugnant or Sadistic Conclusion (Population axiology, Greaves, 2017) permissible? Find a situation.
In his “All animals are equal,” Peter Singer argues that “Equal consideration for different beings may lead to different treatment and different rights.” How can this go optimally and badly?
When would you friends describe you as risk-averse or risk-seeking? How would you feel about their description?
10. orgs multiselect: for non-EA orgs (recommended by 80k), it can be interesting to just copy general interest app fields and then (if it would not constitute a reputational loss risk for the applicant) paste the responses and see what happens. Founders Pledge orgs make sense—have not thought of these.
Maybe I can go through some applications of EA-related orgs, Funds, 80k orgs, Founders Pledge ventures, opportunities relevant to Probably Good profiles, etc to synthesize questions.
EAs often don’t apply because the application forms are too long
In impact colabs, sometimes people don’t even fill in our form, and they schedule a talk with me instead
Also, “eyes on the ball”:
The top priority bottle neck that I am trying to solve is “letting EA orgs contact candidates”.
All the other questions more or less help filter down candidates.
If you help EA orgs filter candidates at the cost of “scaring away” some candidates because of a too long form—then I think you are probably making a mistake, or at least I would think very hard before doing it.
Note that I haven’t heard from EA orgs that they get too many candidates and need help filtering them down. So this falls into “solving a problem that may not exist”.
I do think/hope that asking what general profession the person wants to work in would not deter too many people (especially since I offer checkboxes). I do admit, though, that I am not confident that even asking for a CV/linkedin is a good idea since candidates are often nervous about it (but I decided yes to include it by default)
OK, there should be a minimal option (e. g. just upload a CV)
I could be interested in speaking with people, maybe I can test via a Calendly link for a test period (speaking can still be the most efficient)
eyes on the ball: after speaking with people, they have to fill out the form?
There should be the option to just link a CV. After, people could answer more questions or schedule a call.
Ok, so getting people upload a CV may be key.
Oh, well, they have to upload something. They can always update or delete it and will not be penalized for any earlier uploads as these are overwritten. Maybe asking about priorities that they think progress should be made in can provide similar information to what they want to make progress in but make people less nervous.
Thank you for the useful tip on importrange.
Yes, I mean to use maybe a Google Form. Ah hah, it makes sense that all can be optional (name, sure) but even no way of contacting the candidate can be possible (maybe just writing in the form—hm here is where digital people enter haha).
Ok, what about some interview-like questions, such as
Describe a time you were resolving an important problem.
What are you currently working on improving and what should you be?
How do you go about prioritization at work?
Describe a time you received or gave feedback. How did you feel?
How would you summarize your unique skillset?
How did you became interested in applying for the employment that you are specifying?
What is your role in a team? What should it be?
Or, questions relevant to the specific candidate’s preferences
What would an ideal employment look like for you?
Describe a collaborative working arrangement that you especially like or dislike.
What offers would you likely turn down?
Or, something that shows the applicants’ interests more broadly, such as
What is an article that you recently read? What do you think about it?
What article did you change your mind about? How?
What course did you take but realized that is irrelevant to what you want to do?
Axiological, moral value, and risk attitude questions can add information on the candidate’s fit, such as
How would you negotiate between scientific progress and wellbeing research of entities that do not contribute to progress, under scarce resources?
When is the Repugnant or Sadistic Conclusion (Population axiology, Greaves, 2017) permissible? Find a situation.
In his “All animals are equal,” Peter Singer argues that “Equal consideration for different beings may lead to different treatment and different rights.” How can this go optimally and badly?
When would you friends describe you as risk-averse or risk-seeking? How would you feel about their description?
10. orgs multiselect: for non-EA orgs (recommended by 80k), it can be interesting to just copy general interest app fields and then (if it would not constitute a reputational loss risk for the applicant) paste the responses and see what happens. Founders Pledge orgs make sense—have not thought of these.
Maybe I can go through some applications of EA-related orgs, Funds, 80k orgs, Founders Pledge ventures, opportunities relevant to Probably Good profiles, etc to synthesize questions.
A few maybe-blind-spots:
EAs often don’t apply because the application forms are too long
In impact colabs, sometimes people don’t even fill in our form, and they schedule a talk with me instead
Also, “eyes on the ball”:
The top priority bottle neck that I am trying to solve is “letting EA orgs contact candidates”.
All the other questions more or less help filter down candidates.
If you help EA orgs filter candidates at the cost of “scaring away” some candidates because of a too long form—then I think you are probably making a mistake, or at least I would think very hard before doing it.
Note that I haven’t heard from EA orgs that they get too many candidates and need help filtering them down. So this falls into “solving a problem that may not exist”.
I do think/hope that asking what general profession the person wants to work in would not deter too many people (especially since I offer checkboxes). I do admit, though, that I am not confident that even asking for a CV/linkedin is a good idea since candidates are often nervous about it (but I decided yes to include it by default)
OK, there should be a minimal option (e. g. just upload a CV)
I could be interested in speaking with people, maybe I can test via a Calendly link for a test period (speaking can still be the most efficient)
eyes on the ball: after speaking with people, they have to fill out the form?
There should be the option to just link a CV. After, people could answer more questions or schedule a call.
Ok, so getting people upload a CV may be key.
Oh, well, they have to upload something. They can always update or delete it and will not be penalized for any earlier uploads as these are overwritten. Maybe asking about priorities that they think progress should be made in can provide similar information to what they want to make progress in but make people less nervous.