1. Sure, standardized application process for similar positions but also for their diverse set. Because a candidate’s impact in one type of role should be compared to that in another role type. 2. So, maybe there should be two ‘rounds’ of recommendations: one ‘broad’ to e. g. prevent people who would do relatively poorly in a policy think tank applying there and vice versa and then when there are final candidates for all similar policy think tank positions, there can be further estimation of best fit into specific roles. 3 and 4. Sure, that makes sense: since EA-related orgs communicate, impact could be assumed the same but some EA-unrelated orgs could have even negative or neutral impact. 5. I think that if an organization does not hire then it is just all zeros in a row in the FTE matrix. Multiple rows can have all zeros—if multiple orgs do not hire. 6) Yes, that would make the calculation easier—because only one one could be in one row and column in the candidate-org matrix. Then, for the no hiring of some orgs, it would be at most one 1 in row or column. 7) You mean if candidates are in rows and orgs in columns then the hiring managers pick for each candidate the row that maximizes their impact? (in that row there would be one for the org the candidate should work for)
Probably if each hiring manager estimates maybe top 5 candidates and their relative impact would be the easiest? Oh yes :) that is a risk but maybe hiring managers should include uncertainty which would complicate things … or should hire everyone for a trial period and then reevaluate (which could be somewhat unpopular since some candidates could change jobs ).
Thank you :)
1. Sure, standardized application process for similar positions but also for their diverse set. Because a candidate’s impact in one type of role should be compared to that in another role type. 2. So, maybe there should be two ‘rounds’ of recommendations: one ‘broad’ to e. g. prevent people who would do relatively poorly in a policy think tank applying there and vice versa and then when there are final candidates for all similar policy think tank positions, there can be further estimation of best fit into specific roles. 3 and 4. Sure, that makes sense: since EA-related orgs communicate, impact could be assumed the same but some EA-unrelated orgs could have even negative or neutral impact. 5. I think that if an organization does not hire then it is just all zeros in a row in the FTE matrix. Multiple rows can have all zeros—if multiple orgs do not hire. 6) Yes, that would make the calculation easier—because only one one could be in one row and column in the candidate-org matrix. Then, for the no hiring of some orgs, it would be at most one 1 in row or column. 7) You mean if candidates are in rows and orgs in columns then the hiring managers pick for each candidate the row that maximizes their impact? (in that row there would be one for the org the candidate should work for)
Probably if each hiring manager estimates maybe top 5 candidates and their relative impact would be the easiest? Oh yes :) that is a risk but maybe hiring managers should include uncertainty which would complicate things … or should hire everyone for a trial period and then reevaluate (which could be somewhat unpopular since some candidates could change jobs ).