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Why We're Bad At Hiring (And How To Fix It)

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and you know the the the the the the set my name is gary miller in this talk is titled wire about hiring and how to fix it it's and
clearly I'm all about how why manhole covers around and how many golf balls in the play use and now I'm actually not the do that of for me and my interview for which people and I think that the way that we go about interviewing people is a little broken and that's where want talk about power rehiring people how we at what's the process of passing them through how can we improve our fill the context and I work for
social and whose attack tiring we do most of gossip things in my talk about today on my title there is led software developers and I work primarily with heavy metal modeling of typecasting to you know we're bringing back old school in 2015 figured as we print coupons basically movable type and the Seattle which according to William Shatner and is
basically Waterworld dryland is a mess my boat of and I've been really fortunate to get out of that rain to come down to Georgia here and am I discovered
this 1 of the thing that the register and that is the largest tea bag in the world I think and everybody notices but it's family size and try to imagine the teacup that the family gathers around a shared huddled in their little Georgia shock wave afraid of the tornadoes on that so I work and social and I've been about 10 months before that time I
was a teacher a developer's Academy of which is the program in CS based in Seattle on that works with women were transitioning into technology on it's a 7 month uh educational program in the classroom fall by 5 month internship Allegis started the 3rd cohort on and they're doing doing really great and this is an approach
shots picture of us students our 1st work and I think that the theory of JavaScript and in that slide and swam monarchist the inspiration to me that they can do and I can do it too on but part the the the way that we place in the internships is that all the sponsoring companies come in for this 1 day I'll call it speed interview dating on and I think it feels a
little like this and to the women and understood how I feel whenever I'm interviewing and I was so this table I'm on you know I'm trying to get the job often turn hire somebody I know I so the character of this the and when the problem is that the interviewing just in general is extremely stressful process right like that we have to hire somebody on taking time away from my my my my day job like talk to somebody may not be enough is because I'm trying to get a job like you try and get a job right it's stressful you get the money's on and interviewing itself reveals a lot of of fills us to give us a lot of false negatives and false positives and in the from not hiring truly great people or hiring the wrong people or people that like we just end of ultimate disappointment and in general this whole thing was a bad taste in everybody's mouth comparable size that table the poor and process solely poisons the environment and because we don't trust the the avian processed and how much can we trust the people that we work how great are you really on to start with we end up with the F and G problem of men with the FMG idea we 2 kinds of a military and the other at the new guy you you don't talk to that 1 this is going step a landmine nodal get to know 1 another the so is gonna get you killed see stay away from him and sulfur we tend to do their little menu person it's higher kind stay away from them will then we have a we spend more time looking at the code because we don't really trust them we don't trust the process of you got there because a process the
i'm is leaving us high and dry it's a cargo cults right we don't very few was actually actively study of how do we hire people what's up process like and he did so at the management level and then you're you're looking at compliant spreading code can ask if few using having children how would you on we ask about those tactical questions you should be asking to get the things or what was that process which is sort of say hastens hey care you're interviewing today and I say freight and I go how do I get a view of can I
end up with this 1 which is a little odd on that Spolsky just Willsky wrote a very influential essay and smart gets things done he turned into a book and some very well for himself he's hired smart people get things done that's worked greater him his company but not every company wants to break an exact overflow side of and really strongest gets things done or its inverse STAT came up with which is dying gets things smart on both kind of the point of having clear Austin developers few hands up had people you're bad developers and yeah just based on the
numbers here but I think I think is a little little flatter but generally right all forms bell curve right but but even the worst of us kind we if we're working we can do the job right and we talk about like that 10 X programmer all the way over here on the right and we don't exist and certainly the the tail this doesn't exist either most of the following in this middle right most of you you talk to in the hiring process are mediocre right so like how you figure out like what kind of mediocre are day on and so what we're doing with like making billions of dollars is actually is anybody like hiring for CEO rules because I am available I don't have my demands are much too small 7 7 digit concerned yes partly afterwards I'm can someone social women watch this and will not talk later so and I'll but all seriousness about when we do high when they when the higher for those like extremely sensitive positions like CEOs and billions of dollars on the line how do you think that there was the the
forced to this research are stink Business Week and this is our stock price verses of the CEO pay is actually no correlation can see OK and return the stock few outliers of the most part like you know right this median point here isn't doing and millions and billions dollars on the line and of all these people do besides play golf is interview each other that you figure out how to do it right like what makes it CELP should be figuring out that's the only just punch out fires and they can't figure it out so how can we do it for a new start up that's like you were from formerly honestly like how we do that well it turns out that you start moving around find on a lot of advice a lot of it's bad but the good advice boils down to really basically 3
points no it's looking for finding people have it and then improve your Ch
so what are you looking for well that
depends on you and where you work again the manager of a number of teams and the best metaphor that I've ever come up with for thinking about my team is a closed system were really a small mountain valleys somewhere and we have walls and we have rabbits and there are insects and worms and trees but it's a balanced ecosystem and as soon as I hire somebody else or somebody leaves are removing something from the ecosystem so something has to change the famous story of Hawaii being overrun with rats that came off of the early European ships that came there they're like I I I know what you will release and snakes snakes allele all the rats right that's a great idea because no need of the mistakes in silent well now I've got 6 mistakes eat the birds and that's kind of bad to this in a after release monkeys and the kind of like constant like discuss cycle always chasing your tail with your your ecosystem to can understand that each edition each additional person has a certain percentage weight going to I so I that they uh they work for companies 30 people so hiring any 1 person that person is now 1 1 3 per cent but did not represent the company right so that changes can have this really noticeable impact if you're a teenager a big company tho out what any 1 persons and change it but he's a people in your team you hire 1 more more that person's now 1 nite culture and a huge change if you lose a person you lost indicates that the culture well in uterine a
hand people exactly like you right tree tree is always the same and of like pointers and as a spare parts but they just clone the cells into a monoculture and the problem with monocultures is diseases come along and they die Joel but the monoculture bananas now again woman say about bananas what my talk about because systems ecology on bananas are a monoculture they're all genetic clones each other and interesting about began as is on you may be familiar the idea that there's a slippery this this are actually all that slippery you actually get step on it doesn't really slide so why that joke around wells because it's monoculture the bands we'd today are not the that our parents 8 and those bananas that apparently were not the bands that their parents because what happened is every 20 or 30 years a massive Blake comes around destroys entire banana crop tire countries have been devastated in Central America the tire economies wiped out because all suddenly in matters like 5 years all the banana fields die certainly on teams before all like for all monoculture means come along these ideas that we have about there the right way to do software development the right tools used it for not bringing in fresh ideas fresh diversity of thought we could fall prey to that those ideas diseases so this no like talk must years there about diversifying and especially in terms of culture but in order to understand and what different is you have to understand who you are begin with yet the certifying culture which takes a
lot of work it's really worth it it yet to stop before you even you can start hiring have to know until you can just do this on like Tuesday because you have candidates and on Wednesday she something especially if you're a teeny-weeny she working costly questioning and defining now a lot of people know they want to hit the school the and i the person at the degree of the in the in the that's why don't have any issues on right now among other reasons other ways we we do there are and we working like small groups to say things rather classrooms group discussion dynamics in group projects on and we work on this idea generating belief therefore statements that 1st day of class and
so we say something like we balloon respect what is respect mean right so we say we respect therefore will show up in time from meetings so idea is we wanna say we all have this vague idea so the idea is what's the professional to each of the raw raw professionals we treat each other with respect to well maybe you came out of a very rigorous academic environment where aggressive questioning of somebody else's on output is this the norm right in and you think that's really new with respect to constantly question what I do in my decisions I just think you're an asshole so so what are these what is abstract ideas we have about who we are there were friendly there were open oronasal each other generating therefore statements gives us the actual tangible things that we can measure is that we can look and say yes this is what this vagueness looks like and I know
that this is something that you're thinking it's kind of a waste of time this idea that new music sit around like hold hands and have a meeting and talk about our feelings but it does take time and effort but if you want to have an ecosystem of a team or company that can really grow and thrive entry individuals well and you place people are happy to come to work and are happy to recommend other people to enter invested in enthusiastic about the product that you're building or services you providing half to create this kind of environment a finding people who have once you figure out
actually who you want not just the skills that you actually need right that was like well must you have you know 5 years experiences with MBA or vice-versa and you have have no Java C + + must be DHH i l and also have to show up on time for meetings he got confined the assume that this is I
think it's very reasons the hiring process that most of you have gone through some point in your career even if you're just starting out you transferring from the kind of governs processing and I was on the this these this typical process but the 1 person is always 1 person it's always the same person hiring this hiring process those there for a reason right that nobody ever invent anything or does something without a really good reason that is perfectly fine meeting environment the in right so we came up with this idea of here's here's the hiring process because we don't have time to interview every single person who wants to come and work for us we simply don't so we need to filter down to just the most likely candidates to think at each step of your hiring process as a filter and consider white that filter allows in and what rejects so for example if I insist that you have a did have profile and actually open source contributor status well now I'm rejecting everybody who doesn't have spare time or people whom I have kids you know just a half time and we can see music do open-source me they had a security clearance that that does allow them to share any code whatsoever you know obfuscated code samples so maybe recruiters nature partner requiring people so things in inward that's my favorite Justinian doctor here the arrest it and my trip with that personally I just export Millington profile ownership as many of phones means a tricky like what if found with the person has a and would you might consider a funny accent or it that have English as a 1st language so phone screen difficult right you biased yourself against so understanding each of these steps what they reject what they allow through can help you make sure you're getting the actual candidates you want at the end of the time because
that's what it's all about I heard 1 get all my life and this I love this so I receive from the start I search for like interview day I in Google image search and for whatever reason this came up think of the click-through and this is an image like an imager page as like cyclic here for more information about I want no context this image ever
i in the days is really like the critical high touch point and says when the talk about most day right that actually face-to-face interaction you have on the beginning the scheduled to be the person coming in is super important I go to a lot of interviews on or I have my life is the antennae 10 AM and I was going to a 2 hours or 8 hours at a three-day process to begin a process of sales expectations so please bring a laptop candidate or don't bring a laptop and will be going to lunch or not going to watch so that the candidate like has like comfort this structure in a plan here and because of this really professional and sets a really nice tone and they can be friendly doesn't have to be stayed you know in like a button-down but just like issues confidence in your process and natural that generates that confidence in part of the person being interviewed animal like really be happier more relaxed and if you're you should always have a a diverse set of interviewers on not just on visible uh minorities but also in visible minorities if you can on and allow breaks in your schedule for the day of right around the 4th power in this couple coffee like an option if you want to the to and make sure you get time in between for the candidate to do the sorts of things on the candidate also say like 0 yeah omega call thing called signal certain to surpass confident of and partners also is having at this game plan and I like this without the interview us see were hiring for a Rails developer right that that involves the front ends JavaScript's Bacanal database knowledge transport that up and sign interviewers to specific areas of focus right they caring for someone something for an hour to like him he might could you focus on and how well the candidate no sequel on 4 page 0 did you work on how well they new JavaScript let me show you getting really good coverage you getting good interactions without like some asking the same 3 5 questions over and over and over again and that's kind of ridiculous and just having like that those breaks in between interviewers so that you can hand off the the interview to the next person something worse than like a you wrap up with the 1st person in the interview and like if you will undergo get Joe and I'll be your next to the units and you're and as it can be you sit there and is a little uncomfortable peace that like 20 minutes and like having forgotten about me what's going on terms like John Ojo forgotten without coughing or there's a fire you know and servers nothing and is always fire every interview I go to college I'm sorry I'm so unorganized him on the wrist like respect the interview process and again because it it shows that conference that process and it's going to transmit out not just to the candidate other people the company that like we have a good process we believe in it on it should be an enjoyable thing for everybody and in that that lets me go to the next person say 0 Joe Hayek was I know I'm supposed to talk about data structures with the palace but you know I just I didn't get enough signal on get enough information about what we need to could you ask this question and everywhere every you should have like a standard 3 5 questions and ask on that talk on the topic that you know they chose there's been assigned to them so you compare apples to apples across candidates you know so you have like a man on a less biased by interactions to sort of look at it but usually on
higher I've always also is not the hiring manager worse when running a process I really like to be like the 1st person to like just sell them in and have a casual conversation hey how did you get here today you have everything pressured degrees of mental check if there's any red flags that came up between from screening gained person and so like on pain we didn't it that universities and since I was states and you have a computer science degree from Columbia we call them all over the country Colombia of the UN else it is the chance to learn how this person communicates so maybe I maybe english isn't the 1st the 1st the 1st language I and I'm my 1 like that like you will notice that can you be a little a little more forgiving with with those of things or maybe have a hearing a speech impediment based on race would pass along you know like to sleep music and seeing more also think that's the other reviewers on ancestral accepted up by everybody from incandescent process this is usually the point well and
behavioral interviewing as well and where we start asking like this hypothetical gameable questions for example and how would you handle conflict with a coworker 0 well of course you know into jar and we we sat down has a mediation and you know can work that we learned uses boundaries and like that everybody says right the giver been interviewed person say like all well this 1 guy the Messiah so that I superglued things together you know all expects chair and I'm gonna punched and is bad assignment for work and this we call an each far red alerts and that as such a happening once like yes and I Discriminative told horror story of like Michael talking his boss that's why work and as like well maybe he deserved it I don't know right and by the same token right like the question I'm asking is 1 never knows what the answer is and when you're asked wall how would you how would you handle sales person coming asking for a feature the last minute rush job to the answer should be well like in past you know work out the schedule CEOs important and you know there is a our bilateral do it don't do it the because the void hydrogen note beginners they noted in is and this is this is just like also questions so way I I don't Iike compress here background and idea you see my degree is and the dimension of the degrees i've got him degree work on informs production and I've been stage play that and I like to think of the interview process is in addition so what I would be doing the
1 be seeing has this person actually perform matters which they think the how they actually do the work on the Schuster out but with 1 person doing a collaboration addition where it says the white boring just AppleTalk at the high-level water your considerations not do you know this budget you understand recursion but do you understand how old sockets work do you understand how O H P negation cycles go duration on that's his stuff comes out really highly researchers like planning analysis system how would how would we start a new project caring
additions in rich media we do a lot of pairing additions as privative in process and not everybody does that and I repairs the day-to-day so it's really can you really uncomfortable and we're for candidate so let them know of from sets of you're going to be doing and by all means told to bring a laptop and let them use their laptops because nothing worse than being forced to use somebody else's laptop with them on it when you me and you don't know them or you only know how to quit and pacific had to actually somewhere the great tattoo but that's Hansestadt so very next user latency should about them like just let them use whatever right it doesn't really matter which of the 4 is on you can ask them about why they chose a particular tool and maybe it's because they they don't know about them you know it's you happens maybe they they tried him that they just don't like it because their favorite tool is you know built into the or whatever so do it if you know of a code sample as per the interview or like a little tiny code project on use that likely use that as the basis for your parent like talk about refactoring that on say hey like let's work on that and give them feedback see how they handle collaboration and feedback to the get the defenses are they not accepting can you bounce ideas off of them do things fit in with white you in your company and looking for
of hazard to presentation editions of my intently communication filters super super important even for like the shyest most introverted among us we have to communicate with people and some of the steward verbally of mn almost all of us to a concert long in our writing code is communication e-mail as well so I like to have candidates are actually teach me something of Google users in the early days of the spring up people circuit would say like OK only the removed 5 minute for 5 minutes and come back and to me something I don't know and that's what pressure we did Amazon as well and you actually works really really well but I think it's a little bit of a cover and surprise stage on so I I usually tell people ahead of time but when they come in this could be part of the the process until the basically to a lightning talk rotisserie something I don't know it is a technical I think people teach me how to build aquariums I want I taught me how paint his house like specifically his house he had photos of everything I he made and try to recruit me for some we can work I don't know I but this would look how can they the ideas to somebody you may not have the full context or background knowledge to the user like technical terms without checking with you on our data we dive right into become like taking stock of where you are in relation to painting for example on how to be added to that it doesn't have to be a lightning talk presentation but it can also be like maybe like 2 of RID blogpost for circuit right written sample and you can kind negotiate this with the the with the candidate themselves again you looking for communication how well they're doing that elementary tell like not to prepare and time because you don't want some spending like 8 hours building notify the presentation and like no one's ever see right to sleep with the knowledge we expect a huge who died in show and I know on the interviewing lunch which is
super popular I like food I like food on you are buying a free lunch that that would be wonderful but but if you if you do take the candidate to lunch on nature again told in front and should you pay and tell them that you're gonna pay on because there's nothing worse and get an army that person but really unemployed and doesn't have the funds to go to the fancy you know the answer grass-fed organic version you they can go there and so don't let a person's ability to pay for this this fancy lunch get the way most companies I I've only once I companies expect you to pay for my own much so the sense that was awkward of trying to overwhelm the candidate I mean a lot of times like we go out with like a group of 4 5 to the interview lunch I I want I want interview lunch with 9 people from a company the I'm actually live hearing loss and which is nice back actually cereal like laugh that joint of more than the sum an of so I have a really hard time you might loud bars and parties like especially for the conference you know like all you know I come too high but have a hard time with that the audio is off and so at a long table I can't talk to people more than like what you see away from me simply because I can't hear them I can't hear them clearly I can screw me not nice i call I know that's about the 2nd do on so why do we want to 9 people you know like I talk to it to people around me and everyone else's talked about their job you didn't get a chance to meet new it's got a free lunch answer that like a small instances thing and relaxed casual I remember the candidates still being interviewed and there where they're still on like best get momma momma called guest behavior and they're very much mine the p's and q's it's not as relaxed and culture for the as we might think it is a little bit just a different venue for for communicating with them seeing I avoid uh bars and avoid alcohol this and not everybody drinks on and if you want to indicate that you have to drink in order to be part of it to get this job of history horrible on it's a place that's nice but not too nice him not to see that you run down but not super fancy on and again let the canon oximeter rented like and they succeeded and come the thing and I indeed soup plate that's this is dangerous anyway this is the time much talk about hobbies passions and things you do that our work but inform what you do and remember throws the person wants to get a job and they're really nervous and they're on stage basically in front of the front view performing the
has really really hot it is really really hard and you don't wanna make fun of somebody
yeah so is just that the job because maybe they're having made the having 1 bad day maybe you're 1 interviewers having a bad day and the
it takes a few like examples of was not being good to really lakes and and that
like this is not the right candidate for us
on the can help in this is role of onions and professional baseball player who was once famously quoted in the he takes pride his defense the but he was rated as
the worst offender in all of baseball and he played left field for the mariners which is a very defensive scale where the late you know you can't get the could be isomorphic the back I this is
like variously removal of use
and but and anyway the point here is that were not or all that that microarray lake we might blow 1 piece the interview and for example I would get a dividend left outer and right in adjoins this how the same thing on record but I guess that like it should i get completely flushed out of the in the process because I got nervous you know or maybe if I had a kidney my kid is 2nd so I'm often energy dense the Acconci you account you can the after the
interview your portion of the interview was over you go back to your desk you don't go back to work write down your oppressions of the candidate right then right down yes or no I would hire this person or not higher than but then what would change your mind so these are I will buy onions toilet this that play right what we change your
mind about him being good defender were that center well minded mayors management factory hit 23 home runs a year that that was a good enough enough you know but you did know that you were just trying evaluate this these Doppler using highs pretty inept why a does a professional contract and down that looks easy I so what we change you might have a candidate
right so she's if you if you had you actually had higher so new rack for example of what we change mind finding other interact 14 team maybe that's how much it is but it is not communicating well it's a figure that out at time then we you get to that that's that group the position we discuss the candidate maybe somebody says something like that see how that I really like her work on rockets it's been amazing and it's been really stunning while like I guess maybe I was wrong to question your own with their own beliefs your biases is you come in as an individual it helps device achieve as well of this can sometimes lead to follow-up interviews when you have like a interviewers who work I'm conflicted about whether I can say is good on something it will problematic just presented another 6 days off from work come in some and that's just be careful I try not to do an issue that you can avoid it and really set the candidates expectations for what happened on it's Mrs. simple to create like calendar reminder right to tell the candidate can be viewed on Monday I will I will let you know by Thursday 3 PM and just going to get a set that suppose reminded you would have to have a decision by Thursday 3 trivia use redemption better tell them hey I'm really sorry we don't have an answer for you yet but will have an answer for you on Monday because so many candidates something new processes are you going you interview right like greater was also really excited will let you know and you hear nothing for ever and you have e-mail them a call a couple that people under this experience people as he said nodding as a lot and I actually I that is a really who will experience enormous put there the professional about it firstly you can hire everybody not every brownies and a hired I don't make it personal by you need to calling thing out in that in that rejection but be respectful about it I try not to say we wish you good luck in your future endeavors that's like the FU of the process frame on any you have a reapplication process explain some high you know some people who work for Google now who did not get on the 1st try and so the beginning in the 2nd try but Google let the notes OK you can reapply in and months we would really like to see if you can improve your knowledge about data structures or whatever its radius you feel the can lacking but if the kitty ask you for feedback I think you should get it I think she gets and this you have and if you've gone through this process we are documenting what your expectations are and how you could change your mind this is you can give them give to them in non actionable way if you just rejected people and you couldn't you can give them a reason there's something wrong in process yeah which should keep improving and
improve we measure so have assigned like write down whether you think that you will accept this candidate the issue doesn't have to be of a scale edges have the it's not a big thing to take into account which I'm trying to unravel your own personal biases so we were to Microsoft or 10 years I don't think I wanna hire them but getting there I find out I know they're really really good they're not a Microsoft person you know that's what they were to Microsoft because they knew the health insurance for their ailing mother you don't know but maybe unbiased as Microsoft Nike into I can discover that and contact that that and know we live this hyper-connected age of LinkedIn and Twitter at everything it pays to kind check on people that you turn down how many false negatives are we getting if we don't hire somebody could relate yeah they're just they they just really don't know sequel the circuit then they turn up on like the post press project doing that amazing stuff like you should find that out like where due process let you down enclose the end by 1 ripped through us 7 interview and patterns that people still to this day to yeah on
anything having to do with your college transcripts unless the candidate has almost no experience GPa's useless but it's really only indicative for a couple years of college about performance art is really geared for judging academia but and this is also the config between with program experiences a CS education and they're not as interchangeable as we think on and if any should never ask for high school transcripts actually can get a job because I did rather my school 37 of 37 really the colleges or dropped out of college you know like I really your company into 3 years anyway it's the father of the I nagging do not do
this especially this last 1 of my written article in Forbes with you CEOs 1 cool trick to hiring is like ice look that person the I and I say I don't see the spark convinced me so they don't work like I said all elements and people don't don't you know they can walk away the children the legs set 10 per cent higher and they got it bootlegger you want that person this is also an open invitation to pathogen Rassmussen right you where you're putting this for year you have a position of power over this person and you're asking them for a vague convincing the surrealist manager they don't do it I don't like this Singapore request to apply and you have and their well-documented there open source software and we're asking people to do free work in exchange for like the opportunity to interview right that's that's just horrible and there's a a big room rails consulting shop that actually hires your contract the contractor a contract guess per week and that's there that's a carry for me to you that the key for it if I got to where the officers and paid work there I think it's brilliant invention actually brilliant no free work I don't improve speed of use we we did that the 1st coordinator I would never ever ever do it again I it's hard to wrangle of so many candidates and by companies on we will do the best we thought this time others love to find a better way to do it I don't I I don't like speed dating things at the other questions like people still this and I get us like me about 5 trains all converging in New York and and New York the West Coast like what I know about trains and Google doesn't impose questions anymore they have enough interviews and again for long of time they're able to create a longitudinal analysis of assailant you're but you're from possible actions has no bearing on your successor Google and Microsoft to stop doing is Amazon all the companies in the famous for doing these have started them you should supplement to all they do is make you feel cool the you know the secret track you know the like the the blacksmith puzzles and things like that I I hate White were coding I refuse to do it but it's super artificial I can't anything out into lean back experience for everybody right the person who's doing the emitting is leaning back judging instead of collaborating working with that person and you wanna find those things out not how well the memorize standard lived and can they right I'm also it is biased against left-handed people operating at a whiteboard new left-handed is horrible because you rubbing the sleeve across like I'm also most sort left-handed dry erase markers so it's kind of amazing and I don't think this because we stopped as as I don't use this plug them in this business service when I I had this society all year I really filtering for as is doing a modulus do they know the secret track and you don't you you don't need that for the people 1st knowing Seeger tricks the you're building a superhero team
a pseudo frame and we know that we need Superman and we need Wonder Woman and sometimes we are men sometimes so the media a 2nd or command and we already do allow the ponds inlets and Bayes and do we need is a compliment do we need to have be nothing more than a whole bunch people in the case of fly around doing the abandonment gadgets can get around the kryptonite you need to set the interviewing process so you find the right fit and the right fit in terms of skills and personality comes we actually understand what it is you're looking for and you design a process that matches that of filters for those things just like gold panning machines tumble rocks and then tumbled the gravel and told tumble the de and tumble the cell to get the gold out each step that is a highly tuned piece of machinery and science and physics to extract cooled in a process needs to be just like that filtering down to cancel particles of gold was little tiny individuals who in surprise you and just be amazing superstars I don't know if I wanna
hire this guy if you should have and you just like that but maybe I do maybe is the best person for the job and never going to know I was saying no 1 4 that's me that's my talk
I I can be found pretty much everywhere and here where I have stickers I'll will just like Aaron and I don't have enough
ponies so if you have more ponies I grew gladly accept them and they will not influence the hiring decision I promise thank you thank you and you will be in the mood in the and
Transinformation
Prozess <Physik>
Vorlesung/Konferenz
Kontextbezogenes System
Computeranimation
Leistung <Physik>
Horizontale
Software
Informationsmodellierung
Datentyp
Softwareentwickler
System-on-Chip
Familie <Mathematik>
Vorlesung/Konferenz
Optimierung
Softwareentwickler
Computeranimation
Prozess <Physik>
Ortsoperator
t-Test
Paarvergleich
Code
Physikalische Theorie
Rechenschieber
Knotenmenge
Negative Zahl
Prozess <Informatik>
Rechter Winkel
Mereologie
Vorlesung/Konferenz
Normalspannung
Tabelle <Informatik>
Beobachtungsstudie
Sichtenkonzept
Prozess <Physik>
Punkt
Elektronischer Programmführer
Statistische Analyse
Quick-Sort
Code
Computeranimation
Übergang
Chipkarte
Datenmanagement
Pufferüberlauf
Softwareentwickler
Programmiergerät
Sensitivitätsanalyse
Punkt
Prozess <Physik>
Ortsoperator
Zahlenbereich
Schlussregel
Computeranimation
Ausreißer <Statistik>
Bildschirmmaske
Prozess <Informatik>
Rechter Winkel
Digitalisierer
Mereologie
Kurvenanpassung
Figurierte Zahl
Steuerwerk
Korrelationsfunktion
Gerade
Konstante
Netzwerktopologie
Gewicht <Mathematik>
Datenmanagement
Punkt
Prozess <Informatik>
Geschlossenes System
Mathematisierung
Dreiecksfreier Graph
Wurm <Informatik>
Zahlenbereich
Steuerwerk
Computeranimation
Befehl <Informatik>
Diskretes System
Klasse <Mathematik>
Gruppenkeim
Zellularer Automat
Befehl <Informatik>
Physikalisches System
Term
Computeranimation
Rechenschieber
Netzwerktopologie
Minimalgrad
Datenfeld
Rechter Winkel
Gruppe <Mathematik>
Vererbungshierarchie
Vorlesung/Konferenz
Projektive Ebene
Ordnung <Mathematik>
Softwareentwickler
Ganze Funktion
Befehl <Informatik>
Gebäude <Mathematik>
Biprodukt
Computeranimation
Entscheidungstheorie
Dienst <Informatik>
Verbandstheorie
Rechter Winkel
Gruppe <Mathematik>
Vorlesung/Konferenz
Normalvektor
Programmierumgebung
Funktion <Mathematik>
Datentyp
Prozess <Physik>
Punkt
Prozess <Informatik>
Computersicherheit
Open Source
Natürliche Zahl
Applet
Formale Sprache
Besprechung/Interview
Stichprobe
Profil <Aerodynamik>
Code
Computeranimation
Verbandstheorie
Touchscreen
Rechter Winkel
Code
Gruppe <Mathematik>
Stichprobenumfang
Programmierumgebung
Touchscreen
Maschinenschreiben
Punkt
Prozess <Physik>
Natürliche Zahl
Automatische Handlungsplanung
Programmschema
IRIS-T
Interaktives Fernsehen
Fortsetzung <Mathematik>
Term
Computeranimation
Homepage
Intel
Erwartungswert
Bereichsschätzung
Spieltheorie
Notebook-Computer
Fokalpunkt
Kontrollstruktur
Softwareentwickler
Datenstruktur
Bildgebendes Verfahren
Leistung <Physik>
Metropolitan area network
Umwandlungsenthalpie
Videospiel
Datenhaltung
Spieltheorie
Systemaufruf
Kontextbezogenes System
Fokalpunkt
Quick-Sort
Konfiguration <Informatik>
Scheduling
Flächeninhalt
Menge
Rechter Winkel
Debugging
Mereologie
Server
Information
Addition
Umsetzung <Informatik>
Oval
Punkt
Prozess <Physik>
Hausdorff-Dimension
Formale Sprache
Versionsverwaltung
Sprachsynthese
Biprodukt
Statistische Hypothese
Computeranimation
Scheduling
Randwert
Druckverlauf
Minimalgrad
Datenmanagement
Prozess <Informatik>
Benutzerschnittstellenverwaltungssystem
Rechter Winkel
Gruppe <Mathematik>
Fahne <Mathematik>
Vorlesung/Konferenz
Information
Quellencodierung
Informatik
Aggregatzustand
Addition
Rückkopplung
Kollaboration <Informatik>
Prozess <Physik>
Wasserdampftafel
Spieltheorie
Physikalisches System
Socket-Schnittstelle
Code
Computeranimation
Arithmetisches Mittel
Kürzester-Weg-Problem
Kollaboration <Informatik>
Rechter Winkel
Notebook-Computer
Fokalpunkt
Stichprobenumfang
Basisvektor
Hypermedia
Vererbungshierarchie
Projektive Ebene
Rekursive Funktion
Analysis
Quelle <Physik>
Telekommunikation
Einfügungsdämpfung
Bit
Gewichtete Summe
Prozess <Physik>
Freeware
Selbst organisierendes System
Natürliche Zahl
Gruppenkeim
Versionsverwaltung
Kombinatorische Gruppentheorie
Term
Code
Computeranimation
Data Mining
Eins
Überlagerung <Mathematik>
Prozess <Informatik>
Digitale Photographie
Stichprobenumfang
Vererbungshierarchie
Vorlesung/Konferenz
E-Mail
Filter <Stochastik>
Sichtenkonzept
Relativitätstheorie
Systemaufruf
Hasard <Digitaltechnik>
Gibbs-Verteilung
Kontextbezogenes System
Dateiformat
Kombinatorische Gruppentheorie
Druckverlauf
Rechter Winkel
Digitaltechnik
Mereologie
Polynomialzeitalgorithmus
Ordnung <Mathematik>
Tabelle <Informatik>
Instantiierung
Prozess <Informatik>
Vorlesung/Konferenz
Computeranimation
Energiedichte
Zentrische Streckung
Datensatz
Prozess <Physik>
Punkt
Datenfeld
Datensatz
Datenmanagement
Rechter Winkel
Vorlesung/Konferenz
Faktor <Algebra>
Doppler-Effekt
Computeranimation
Rückkopplung
Radius
Prozess <Physik>
Prozess <Informatik>
Ortsoperator
Rahmenproblem
Gruppenoperation
Gruppenkeim
Systemaufruf
Interaktives Fernsehen
Computeranimation
Entscheidungstheorie
Endogene Variable
Entscheidungstheorie
Datensatz
Erwartungswert
Rückkopplung
Gruppenkeim
Menge
Rechter Winkel
Vorlesung/Konferenz
Datenstruktur
Figurierte Zahl
Zentrische Streckung
Prozess <Physik>
Prognostik
Fortsetzung <Mathematik>
Computeranimation
Satellitensystem
Negative Zahl
Twitter <Softwareplattform>
Prozess <Informatik>
Mustersprache
Digitaltechnik
Vorlesung/Konferenz
Projektive Ebene
Messprozess
Optimierung
Konfigurationsraum
Chipkarte
Prozess <Physik>
Wellenpaket
Freeware
Ortsoperator
Rahmenproblem
Gruppenoperation
Physikalismus
OSS <Rechnernetz>
Zellularer Automat
Element <Mathematik>
Term
Kontextbezogenes System
Computeranimation
Virtuelle Maschine
Weg <Topologie>
Web Services
Datenmanagement
Software
Code
Leistung <Physik>
Analysis
Personal Area Network
Filter <Stochastik>
Codierungstheorie
Open Source
Gebäude <Mathematik>
Digitalfilter
Quick-Sort
Design by Contract
Office-Paket
Whiteboard
Gruppenkeim
Rechter Winkel
Hypermedia
Partikelsystem
Schlüsselverwaltung
Koordinaten
Fitnessfunktion
Videokonferenz
Softwareentwickler
Software
Prozess <Informatik>
Vorlesung/Konferenz
Kraftfahrzeugmechatroniker
Computeranimation
Entscheidungstheorie

Metadaten

Formale Metadaten

Titel Why We're Bad At Hiring (And How To Fix It)
Serientitel RailsConf 2015
Teil 02
Anzahl der Teile 94
Autor Miller, Kerri
Lizenz CC-Namensnennung - Weitergabe unter gleichen Bedingungen 3.0 Unported:
Sie dürfen das Werk bzw. den Inhalt zu jedem legalen und nicht-kommerziellen Zweck nutzen, verändern und in unveränderter oder veränderter Form vervielfältigen, verbreiten und öffentlich zugänglich machen, sofern Sie den Namen des Autors/Rechteinhabers in der von ihm festgelegten Weise nennen und das Werk bzw. diesen Inhalt auch in veränderter Form nur unter den Bedingungen dieser Lizenz weitergeben.
DOI 10.5446/30723
Herausgeber Confreaks, LLC
Erscheinungsjahr 2015
Sprache Englisch

Inhaltliche Metadaten

Fachgebiet Informatik
Abstract An interview too often feels like a first date - awkward, strange, and not entirely predictive of what’s to follow. There are countless books and websites to help you when you’re a job seeker, but what about when you’re the one doing the hiring? Will you just ask the same puzzle questions or sort algorithm problems? What are your metrics for evaluating or contextualizing the answers? In this talk, I’ll describe successful practices and techniques to help you find someone who will innovate your business, bring new energy to your team, get the work done, AND be someone you’ll want to work with.

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