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I have worked on this problem for a long time at this point. Here is the best strategy I've come up with:
1. Remove educational requirements in job postings. No "CS degree or similar" etc.
2. Read the cover letter, let folks explain why they are right for the role.
1/n https://twitter.com/DynamicWebPaige/status/1360303252219154432
1. Remove educational requirements in job postings. No "CS degree or similar" etc.
2. Read the cover letter, let folks explain why they are right for the role.
1/n https://twitter.com/DynamicWebPaige/status/1360303252219154432
2. Posting the job is just the start. Use a LinkedIn premium account to actively hunt to potential candidates. Seriously, hunt down good candidates and get them to apply to your role.
2/n
2/n
3. As the hiring manager, hop on a 15 minute call with anyone remotely qualified. Have a conversation and collectively decide if they should continue with the process. Your bar here should be super low.
3/n
3/n
4. Send any remotely qualified candate a takehome AND have the takehome quantitatively measurable. At Devoted I built a takehome where each candidate recieved an individualized dataset with a unique answers. When @trudake crushed it I knew we had someone great.
4/n
4/n
5. Require folks in the interview loop to pre-register interview questions. They can come up with their own questions but every candidate needs to get the same question.
5/n
5/n
6. Every interviewer's opinion need to be justified in the interview notes. A candidate can't just be "not a fit", rather the interviewers need to justifying their thinking.
This isn't b/c you don't trust them, this is to force them to evaluate their own thinking and biases
6/n
This isn't b/c you don't trust them, this is to force them to evaluate their own thinking and biases
6/n
7. Don't cede hiring decisionmaking to your interview panel. You are building a *team*, not a collection of individual ICs. Be prepared to say, "X wasn't the highest scoring on Coderpad/leetcode/whatever, but X is who we need."
7/n
7/n
