Comment by tonymet
2 days ago
the idea is sound. create a basic standardized test targeted at tech/engineering jobs. not actually SAT -- operated by a vendor like The College Board. There are plenty of standardized test operators
2 days ago
the idea is sound. create a basic standardized test targeted at tech/engineering jobs. not actually SAT -- operated by a vendor like The College Board. There are plenty of standardized test operators
When I'm interviewing, I'm putting about 30% of the weight towards "would I enjoy working with this person on a daily basis?", but in the context of technical discussions. Standardized testing won't be able to replicate it.
you're not allowed to discriminate
Discriminate against... a personality that will negatively impact the team dynamics? It's not that easy, to be honest, as every team has its own requirements.
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Is that discrimination? Somebody can en an annoying prick regardless of their background.
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Would certainly make it easy for employers to differentiate themselves by saying “well, at least we don’t do THAT”.
Interviewing fads are set by these large companies that have the problem of systematically evaluating many thousands of candidates. A standardized test is all they want. Then they could do the rest like college admissions, and at a fraction of the cost.
That’s what Triplebyte planned on. The truth is I don’t trust anyone else to run evals.
> The truth is I don’t trust anyone else to run evals.
It's a common sentiment.
But compare https://www.cambridge.org/core/journals/judgment-and-decisio... . ("People predicting the future performance of college students state that interviewing the students aids prediction, although in fact the interviews make predictions less accurate.")
Well, the people who read that are welcome to try that and outcompete me in the market. Triplebyte still exists.
you're right there are quality issues, some probably deliberate.
but the screening cost for companies is eye watering so something should be done.
This largely misses what an interview is all about, save for entry level positions.
given the in-person interview is at the end of the funnel by a factor of 500-1000, standardized testing might even open up opportunity for under represented candidates.
Think of how poor the screening process is at the recruiter & CTS (left side) of the funnel, and how many false negatives there are .
If you could offer standardized test at that level, you may be able to keep viable candidates in the funnel longer.
I don’t think that the suggestion is that the standarised test is the only filter. It is merely one out of many.