From The Atlantic: This week, Google admitted that its infamous brainteasers --
e.g.: "How much should you charge to wash all the windows in Seattle ?" -- are
awful at predicting who will be a good employee.
Your reaction might be: um, FINALLY. And, sure, thinking
about windows-per-housing-unit isn't the most direct way to assess engineering
skill or creativity. But Google's flawed strategy was the answer to another
brainteaser: What's the best way to hire great employees, anyway? People are
complicated, organizations are complicated, matching people and organizations
is complicated, and it's extremely difficult to predict who will be brilliant
and who will be a bust.
"Years ago, we did a study to determine whether anyone
at Google is particularly good at hiring," Laszlo Bock, Google's senior
vice president for people operations, told LinkedIn. "We looked at tens of
thousands of interviews, and everyone who had done the interviews and what they
scored the candidate, and how that person ultimately performed in their job. We
found zero relationship. It's a complete random mess...."
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