A potential failure mode is that applicants believe the camp is a guaranteed way of being hired. Participants should not expect that this camp is guaranteeing, or making any promises whatsoever, about increasing the chances of getting a relevant position.
Yep! Although I’d emphasise that issue can also be solved by being more selective. If you pick some combo of: 1) reasonably strong candidates straight out of university who are happy to work on entry-level admin jobs, and 2) candidates with some PM experience, who are prepared to work as a PM at an EA org, including a community org, then that cohort is reasonably likely to leave happy (versus, I don’t know, if you pick a bunch of people with lower levels of employment, who are strongly location restricted or are otherwise particular about the kinds of jobs they would accept). I think the impact from recruiting, identifying, filtering, and referring the already—semi-strong candidates is already something to get excited about!
Thank you for an interesting comment. Would you say that we should expect more impact from the fact that we are identifying and referring strong candidates, and providing them with a strong signal of their competence, motivation and EA understanding, than from any learning and experience they might build during the camp?
That would honestly be my guess. Some people would call this cynical, but I think the amount of skills you’re going to impart in 4 days, or even with a very long ~5 week camp, are pretty limited compared to the variation in people’s innate dispositions, and the experience gained in their whole lifetime beforehand.
Yep! Although I’d emphasise that issue can also be solved by being more selective. If you pick some combo of: 1) reasonably strong candidates straight out of university who are happy to work on entry-level admin jobs, and 2) candidates with some PM experience, who are prepared to work as a PM at an EA org, including a community org, then that cohort is reasonably likely to leave happy (versus, I don’t know, if you pick a bunch of people with lower levels of employment, who are strongly location restricted or are otherwise particular about the kinds of jobs they would accept). I think the impact from recruiting, identifying, filtering, and referring the already—semi-strong candidates is already something to get excited about!
Thank you for an interesting comment. Would you say that we should expect more impact from the fact that we are identifying and referring strong candidates, and providing them with a strong signal of their competence, motivation and EA understanding, than from any learning and experience they might build during the camp?
Hey Jorgen,
That would honestly be my guess. Some people would call this cynical, but I think the amount of skills you’re going to impart in 4 days, or even with a very long ~5 week camp, are pretty limited compared to the variation in people’s innate dispositions, and the experience gained in their whole lifetime beforehand.