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by JabavuAdams
3746 days ago
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> the easy thing is the dipshits and fakers are easy to spot-and-drop almost immediately. You seem pretty sure about this. How would you validate that belief? What are the consequences if you're wrong? > i can basically glance at a resume and disqualify it in 10-15 seconds if it's not good enough. I'd suggest taking a more systematic approach. You may be rejecting some great candidates without decreasing the likelihood of false negatives. > you just can't bullshit someone far smarter, more experienced, and better at bullshitting than you. If you can't spot the fish, then ... Also, why you no use capitalization? It makes your post read dumb. |
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The thing about saying no is that it's a lot less risky than saying yes, in terms of damage potential, not necessarily in terms of "lost upside" (which IMO is something that rarely merits consideration). If you pass on a good candidate, they will move on and find another home that works for them; no harm, no foul, so one doesn't need to feel bad about admitting that the person is skilled, but just not a good fit.
If you bring someone on board and they turn out bad, they can and often do cause substantial harm to the company/org. Once they're there, they have access to everything they need to wreak havoc, and as I'm sure you know, malicious intentions unfortunately aren't really necessary to cause problems. Big issues for your company can be caused by simple incompetence.
Joel Spolsky discusses this in his essay on interviewing [0]. It's just much safer to let the candidates that aren't enthusiastic yesses go than take a gamble and lose.
>Also, why you no use capitalization? It makes your post read dumb.
I don't really mind this, but I do think this is noteworthy since he specifically called out spelling and grammatical errors as disqualifiers. I assume in reality, he's forgiving of personal quirks or typos, and means that he rejects candidates out of hand who appear genuinely unable to spell or properly utilize much of the industry's vernacular.
[0] http://www.joelonsoftware.com/articles/GuerrillaInterviewing...