[alecbz]

> This sounds like an unsound result. If you select based on a criteria the correlation with the criteria is usually diminished and sometimes even reversed in the selected sub-population.

Yeah that's very true and I think was part of why they maybe didn't react to it too much. What you really want is to find the people you rejected and see how well they're doing, but we don't have that data.

Still though, naively I think I would have thought that someone who gets great marks across the board should be able to be more successful at Google than someone who barely squeezes by, and I do think it's kinda telling that that's not the case. But I'm maybe just injecting my own biases around the interview process.

edit: This reminds me a lot of this informal study that found that verbal and math scores on SATs were inversely correlated, which seemed surprising, until people realized they were only ever looking at samples all from a single school. Since people at any given school generally probably had ~similar SAT scores (if they were lower they wouldn't have gotten in, if they were higher they would have gone to a more selective school), the variation you see within a given school will be inverse (the higher you do on math, the lower you must have had to do on verbal to have gotten the "target" score for that school).

[nullc]

At google's scale, if they had an alternative basis for hiring people they could judge candidates by both and hire randomly use one method or the other method to make some of their hires, then compare their performance over time and at least say if there is a significant difference or not.

But as you note, the lack of obvious good alternatives is an issue... and we can't pretend that there isn't an enormous difference among candidates. If we though that unfiltered candidates were broadly similar then "hire at random, dismiss after N months based on performance" would be a great criteria, but I don't think anyone who has done much interviewing thinks that would be remotely viable.

(Though perhaps the differences between candidates are less than we might assume based on interviewing since interviewees should be worse than employment pool in general, since bad candidates interview more due to leaving jobs more often and taking longer to get hired)

[bluGill]

>If we though that unfiltered candidates were broadly similar then "hire at random, dismiss after N months based on performance" would be a great criteria, but I don't think anyone who has done much interviewing thinks that would be remotely viable.

I know a fair number of companies that do essentially that. They hire contractors for 6 months, at the end of 6 months the good ones are offered a full time position. The contractor company probably does some form of interview, but they are more interested in their 6 months of overhead from the contractor than quality candidates.

> since bad candidates interview more due to leaving jobs more often and taking longer to get hired

But there are also great people who interview badly.