Hiring is also hard if you’re progressively eliminating candidates across rounds, because you never can measure the candidates you rejected. The candidate pool is always biased by who you chose to advance already. This makes me feel like I’m never collecting particularly useful data on hiring in hiring rounds. I don’t ever learn how good the people I rejected were!
Isn’t this avoidable? I could imagine a system where you allow a small percentage of randomized “rejected” candidates to the next hiring round and, if they properly succeed in the next, allow them into the third round. I have essentially no experience with how hiring works, but it seems to me that this could i) increase the effort that goes into hiring only moderately, ii) still sounds kind of fair to the candidates, iii) and would give you some information on what your selection process actually selects for.
Yeah definitely, I think that would be a really reasonable thing to do, and is the kind of experimentation I want to see in hiring in the space that I talk about here!
Isn’t this avoidable? I could imagine a system where you allow a small percentage of randomized “rejected” candidates to the next hiring round and, if they properly succeed in the next, allow them into the third round. I have essentially no experience with how hiring works, but it seems to me that this could i) increase the effort that goes into hiring only moderately, ii) still sounds kind of fair to the candidates, iii) and would give you some information on what your selection process actually selects for.
Yeah definitely, I think that would be a really reasonable thing to do, and is the kind of experimentation I want to see in hiring in the space that I talk about here!