Projecting people’s progress is hard.
The two parties want the same thing ~ an employee and an employer ~ work, therefore there is an incentive to say yes to the candidate, inherent bias in the process.
Zuckerberg revered the decision in hiring, from can they work for us, to can we work for them? (which is what happens anyway). Then the evaluation becomes a self-analysis question.
If not sure, go with the gut instinct.
It is hard to predict people’s progress in (new) work Usually the person performs little better or worse than the interview suggests Another problem is both parties want to give something (work) and (a job) so there can be shared interest
Sneaky companies trust external parties. But feedback in the system. Companies need people and consultancies need money (people hired)
- Balance of needs Employer needs someone
- Employee needs work
- If all else fails, follow Zuckerberg’s example imagine yourself working for the person, rather than them working for you.
- impossible to know where a person will be
- falling In love example
- good at interview or not
- interview questions : books