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Comment on Add a third, larger bar for "knowing the right people" skills
taiyang@lemmy.world 2 weeks ago
There’s actually research on how little correlation there is between interview performance and job performance in most cases. This includes cases with “objective” tests during the process, if I remember right.
Zacryon@feddit.org 2 weeks ago
taiyang@lemmy.world 2 weeks ago
Would take me a while to dig up, it was from a few years ago. If you want, try searching something like “interview and job performance” into a research search database (Google scholar is usually an easy one to use). Trying it myself, first hit is a meta analysis with a good amount of citations. (But I’m not going to read anything right now, my kids are waking up lol).
That said, it’ll favor papers with statistically significant findings, so non findings get lost to the file cabinet problem.
WanderingThoughts@europe.pub 2 weeks ago
And with what some recruiters put on linked in, some barely have any idea what they’re doing and just have some nonsense red flags to rationalize their job.
oeuf@slrpnk.net 2 weeks ago
Yeah, just because you can do something for an interview doesn’t mean you will do it again repeatedly for years on end.
bear@lemmy.blahaj.zone 2 weeks ago
And the list of skills needed and duties in the job posting often don’t overlap much with the actual work.
mrgoosmoos@lemmy.ca 2 weeks ago
this is why the final step of our hiring process (don’t worry, there are only three steps, one of which is simply a short HR screening call) is to come to the shop and walk around and look at stuff about talk about it effectively
if you can’t do that, you can’t do the job, because that’s like half the job.
oeuf@slrpnk.net 2 weeks ago
What’s the job just out of curiosity?
Sc00ter@lemmy.zip 2 weeks ago
Also, if you made a mistake in an interview, that shows nothing about how youre capable of learning from a mistake.
Id rather work with someone who admits they made a mistake and learn from it than a person who “knows it all.”