jia_min

8 ms·

1. 1.▲
   by jia_min 11y ago

   That's true of any hiring system though: how do you gather data on the job performance of the people who don't pass a resume screen? A coffee date? A phone screen? Missing counterfactuals everywhere. To run a full analysis, you ne
2. 2.▲
   by jia_min 12y ago

   The company line is that they use structured interviews. What actually happens in practice is often a different story.
3. 3.▲
   by jia_min 12y ago

   Here's the NYT article where Laszlo mentions the "random mess" they found when they used the interviewer as the predictor and then subsequently mentions how they use structured interviews now instead: http://www.ny
4. 4.▲
   by jia_min 12y ago

   You might be interested in this utility app that calculates the probability of a successful hire created by an I/O Psychologist: https://morgan.shinyapps.io/utility_calculator/ It takes the base rate of successful
5. 5.▲
   by jia_min 12y ago

   You, I like. That's exactly what the 85 years of research on hiring tells us are the strongest predictors of job performance and employee turnover. Source: http://mavweb.mnsu.edu/howard/Schmidt%20and%20Hunter%20199
6. 6.▲
   by jia_min 12y ago

   From the NYT's article quoting Laszlo Bock: "Years ago, we did a study to determine whether anyone at Google is particularly good at hiring." Google made the classic mistake of using the interviewer as the predictor of intere