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Gradual Epiphany

Lately, it’s been popular to complain about how ineffective interviewing is as a way of selecting good candidates. It’s decried as a …

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Lately, it’s been popular to complain about how ineffective interviewing is as a way of selecting good candidates. It’s decried as a …
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Gradual Epiphany | blog.dizzyd.com Reviews

https://blog.dizzyd.com

Lately, it’s been popular to complain about how ineffective interviewing is as a way of selecting good candidates. It’s decried as a …

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1

Gradual Epiphany

http://blog.dizzyd.com/blog/page/2

Recently shared a 2005 paper. In a nutshell, the participants were redefining merit based on their own biases and expectations. This is no meritocracy. The more objective you believe yourself to be, the less objective you probably are. This is a devastating result. In an industry that prides itself on being a meritocracy, the truth is that we can not even evaluate candidates for a job without falling all over our internal biases. We. I can’t help it if they are less qualified than everyone else!

2

Interviewing, 1 - Gradual Epiphany

http://blog.dizzyd.com/blog/2015/01/28/interview1

Lately, it’s been popular to complain about how ineffective interviewing is as a way of selecting good candidates. It’s decried as a waste of time, unpredictable and “just wrong”. Interviewing doesn’t have to be this way. You know how many interviewing methodologies I’ve been taught? Zero Nil. Nada. Zilch. Do you see the problem here? Random actions yield random results. Interviewing people without a very specific, repeatable process will yield. Here’s where you start:. In other words, treat hiring with ...

3

Bias - Gradual Epiphany

http://blog.dizzyd.com/blog/2014/11/24/bias

Recently shared a 2005 paper. In a nutshell, the participants were redefining merit based on their own biases and expectations. This is no meritocracy. The more objective you believe yourself to be, the less objective you probably are. This is a devastating result. In an industry that prides itself on being a meritocracy, the truth is that we can not even evaluate candidates for a job without falling all over our internal biases. We. I can’t help it if they are less qualified than everyone else!

4

On Relapse - Gradual Epiphany

http://blog.dizzyd.com/blog/2014/04/19/on-relapse

On my journey through cancer, I’ve tried to always be open about what’s happening. I firmly believe in the power of open discussion to demystify and dismantle the fear of the diseases like cancer. In keeping with this belief I’d like to share a little bit more about my journey and the things I’m learning. I’m going to provide a MASSIVELY OVERSIMPLIFIED view of what I’m facing, so please don’t call the medical geeks down on me, ok? Not for a long, long while. I could go longer — FL can stop progress...

5

Blog Archive - Gradual Epiphany

http://blog.dizzyd.com/blog/archives

Running erl in a debugger. Further thoughts on Dynamo’s “flawed architecture”. Thoughts on Dynamo’s “flawed architecture”. Getting started with erlbox. SSH Assistant for OS X. Notes on creating an OpenBSD DVD. School’s (almost) out! One year ago today…. 3 years at Ping Identity. Kubuntu vs. Gentoo (round 1). More on Botnet Spam…. Monarch Computers is no butterfly…. Switching to nginx…not. Count of Monte Cristo. Sunday Evening Blogging…. Haskell: Bend Your Brain. Quiet on the Homefront. A little ill….

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Lately, it’s been popular to complain about how ineffective interviewing is as a way of selecting good candidates. It’s decried as a waste of time, unpredictable and “just wrong”. Interviewing doesn’t have to be this way. You know how many interviewing methodologies I’ve been taught? Zero Nil. Nada. Zilch. Do you see the problem here? Random actions yield random results. Interviewing people without a very specific, repeatable process will yield. Here’s where you start:. In other words, treat hiring with ...

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