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0 pointscloseparen7y ago0 comments

Having only an interview and resume to go on is really a nightmare scenario as hiring goes. When a team already knows who they want to hire, they shouldn’t have to sneak it by the institution - the institution should celebrate! Positive professional reputation / recommendation by another skilled practitioner makes for a much higher quality hire than strong interview performance.

0 comments

mikejb7y ago

That is the ideal. But it can be abused as well,which is why I think the regulation exists. So the best person is hired, and not the guy who happened to be a good friend of your boss.

The tricks applied still allow that, but they produce a clearer paper trail.

closeparenOP7y ago

Reputation networks deal with that just fine. If someone’s recommendations/referrals turn out to be incompetent, it reflects back in the person making them.

mikejb7y ago

The friend has to be significantly less competent than required for this to work, but they only need to be less competent than other candidates to have a negative impact on hiring.

j / k navigate · click thread line to collapse

0 pointscloseparen7y ago0 comments

0 comments

mikejb7y ago

That is the ideal. But it can be abused as well,which is why I think the regulation exists. So the best person is hired, and not the guy who happened to be a good friend of your boss.

The tricks applied still allow that, but they produce a clearer paper trail.

closeparenOP7y ago

Reputation networks deal with that just fine. If someone’s recommendations/referrals turn out to be incompetent, it reflects back in the person making them.

mikejb7y ago

The friend has to be significantly less competent than required for this to work, but they only need to be less competent than other candidates to have a negative impact on hiring.

j / k navigate · click thread line to collapse