A few people have mentioned we should talk about Lambda School's weaknesses and struggles. I think that's wise. The biggest one we've had, by far, is students' inability (or unwillingness) to search for jobs after graduation. Job hunting is hard and discouraging (1/n)
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And so a hypothetical fact like better skill assessments would make the recruiting team’s ability to schedule assessments worse is a sufficient reason to not do the better skill assessment, because that introduces delivery risk, which the process structurally needs to avoid.
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You just summed up what I think I've learned from talking to 100+ hiring managers and talent acquisition folks over the last 9 months. Best way to optimize Perl performance: Wait 12 months and buy a better CPU Best hiring customer dev: Wait 12 months and read
@patio11 tweets
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Relatedly: in order to meet this goal I contend that improvements at the top of the funnel (recruiting) will almost always have higher ROI than the bottom (interviewing).
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At a previous employer, we had some empirical data to support this. Also, if you're looking to increase diversity in hiring: fairer interview practices are helpful, but targeting/broadening candidate search is MUCH better.
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Ah yep
Thanks. Twitter will use this to make your timeline better. UndoUndo
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Tech interviews are just actually scary