When it boils down to it, hiring is about whether you can make a correct character judgement or not.
Some people can. Some people can't.
The secret to a good hire is probably to exclude people from doing the interviewing who are essentially poor judges of character.
In other words let's stop trying to auto filter the candidates and instead let's filter the interviewers. Pick good interviewers.
Let those firms that play sunk cost Frat games get the sort of people who will work all hours for next to no pay. Those people always burn out quickly anyway. Instead treat the interviewees' time with great respect and you will get better long term people anyway.
I suspect saying that interviews are an hour's chat and then a decision will get you a set of outstanding interviewees who are just too busy to be bothered with anything else. And they will stand out from the crowd even on paper.
Some people can. Some people can't.
The secret to a good hire is probably to exclude people from doing the interviewing who are essentially poor judges of character.
In other words let's stop trying to auto filter the candidates and instead let's filter the interviewers. Pick good interviewers.
Let those firms that play sunk cost Frat games get the sort of people who will work all hours for next to no pay. Those people always burn out quickly anyway. Instead treat the interviewees' time with great respect and you will get better long term people anyway.
I suspect saying that interviews are an hour's chat and then a decision will get you a set of outstanding interviewees who are just too busy to be bothered with anything else. And they will stand out from the crowd even on paper.