It takes a significant amount of time to mark a test task. But this can be fixed by just adjusting the height of the screening bar, as opposed to using credentialist and biased methods (like looking at someone’s LinkedIn profile or CV).
Whether or not to use “credentialist and biased methods (like looking at someone’s LinkedIn profile or CV)” seems orthogonal to the discussion at hand?
The key issue seems to be that if you raise the screening bar, then you would be admitting fewer applicants to the task (the opposite of the original intention).
This is an empirical question, and I suspect is not true. For example, it took me 10 minutes to mark each candidates 1 hour test task. So my salary would need to be 6* higher (per unit time) than the test task payment for this to be true.
This will definitely vary by org and by task. But many EA orgs report valuing their staff’s time extremely highly. And my impression is that both grading longer tasks and then processing the additional applicants (many orgs will also feel compelled to offer at least some feedback if a candidate has completed a multi-hour task) will often take much longer than 10 minutes total.
Whether or not to use “credentialist and biased methods (like looking at someone’s LinkedIn profile or CV)” seems orthogonal to the discussion at hand?
The key issue seems to be that if you raise the screening bar, then you would be admitting fewer applicants to the task (the opposite of the original intention).
This will definitely vary by org and by task. But many EA orgs report valuing their staff’s time extremely highly. And my impression is that both grading longer tasks and then processing the additional applicants (many orgs will also feel compelled to offer at least some feedback if a candidate has completed a multi-hour task) will often take much longer than 10 minutes total.