[maxgfaraday]

The main thing that matters is training managers properly. Training management to be clearer about how they communicate goals and how transparent they are. The fault is not with candidates. Making sure a candidate can communicate clearly and effectively and has some passion for the position is all that you can really do at the interview level. The rest is quite frankly having better management and a culture of being helpful. Metrics on your org should be about how clear are the processes and planning toward goals and how well do they get communicated and executed. I worked for a MAAAN company and this one didn’t get it right. I figured they just made the decision that it is better to crank through people than actually grow them - since they were never short of candidates. This was pretty clear from their promotion culture and assessments that rewarded selfishness. Bottom line... train managers. Build the scaffolding to grow competent, empathetic, managers. Communication and clarity and empathy wins over everything else. F** programming test hazing. Commit to the people in the organization. Done.