[hiptobecubic]

This is also what I tell people, including students, unfortunately. Interviewing at Google seems to do a reasonable job of preventing them from hiring anyone hopeless, but not a good job hiring people who aren't hopeless.

Most Googlers I know are not at all confident that they would get their job back if they had to reinterview for it, including those with top performance review ratings.

[specialist]

Heh.

I once helped author the hiring guidelines and questions used for recruiting and interviewing. After months of effort, the committee proudly, euphorically called the effort good.

I then asked the committee "Who here could pass the high bar we just set?"

Total buzz kill.

The upside was I was never asked to help again.

[plasticchris]

There’s also the story of one hiring committee that was proud of its high bar. It got pranked by someone feeding them their own packets, which they denied. It was in a tech talk somewhere, don’t recall where.

[disgruntledphd2]

This is a valuable experiment to run for any hiring process.

Generally, you want to select for successful employees in your company, which hirers normally are. If they can't get selected, something is very very wrong with your process.