groan -- thanks pocket. actual link :https://sizovs.net/2019/04/10/the-best-developers-are-raised-not-hired/ …
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Twice now I've been asked "what do you wish the tech industry would do?" and twice replied, "Take more risks in the hiring process. Open the barn doors wider. Stop rejecting people for perceives hiii weaknesses." In other words, *this*. https://sizovs.net/2019/04/10/the-best-developers-are-raised-not-hired/sgdgsfsšsrwrwwetwrtwrtwtetetwwtrtwwttrtrt …
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That link 404's because there is a lot of weird text at the end of the URL. I deleted it and then the link works. The extra text is amusing... like maybe an animal walked on your keyboard before you hit send on the tweet
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that consistency, and the location of the letters... something tells me a cat was involvedpic.twitter.com/6YzPw9tn16
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GREAT advice. Not only should you hire "non-traditional" candidates, but you should promote capable people quickly. Good managers create great cultures where everyone thrives, and especially where "non-traditional" people can bring unique perspective to improve decision making.
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There is risks in hiring, even more on firing. I'm happy to live in a society that someone who's fired still have some decent living conditions, but I think the society could do better to allow those best matches to become a reality.
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I mean, if I hire someone solely to "test the water", I ask them to quit a job and take some risks with us, way more than we have. I cannot just take this lightly.
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Absolutely! Hiring for strengths is way more effective than hiring for lack of weakness.
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I'd settle for some evidence that our hiring process(es) are actually effectively managing hiring risk. We have no idea whether our rejects would have actually done poorly or if our accepts are actually going to stay in for the long haul; just hunches.
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My school used to brag that 70% of engineering students washed out. But this wasn't because their programs were challenging, it's because they were out of date and poorly taught. (Which is why I washed out). Survivorship is a low quality metric.
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We had been trying to find a senior DBA for ages with no luck and hired two juniors instead. Within 2 years they're basically running the whole place, best decision we ever made
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