Post #3963166
2026-07-20 15:29 UTC
That's not a real mental model for achievement and skill and aptitude. A real mental model says: what skills do I care about here and why? How do they connect to outcomes, as a process? Can I get a view into the process that's most driven by the individual? How can I design for people to demonstrate skills in their truest form? What assumptions am I making about proxies for skill? Where have I reduced the measurement noise of other factors (stress, barriers) that distort my ability to see that?
Replies (2)
-
@prism@infosec.exchange 2026-07-20 15:35
@grimalkina@mastodon.social A friend had an interview at Google that did not go well. The reason it did not go well was the recruitor got a pannel of back-end engineers for a front-end job. The recruitor knew he screwed up, the pannel did not. All they knew was this candidate sure seemed to not know very much about infrastructure.
-
@grimalkina@mastodon.social 2026-07-20 15:32
Tautological thinking isn't just happening at hiring interviews. It's happening *constantly* inside of your organization, I bet. Conversations about performance, assignment of leadership, career ladders, designing the shapes that technical people have to fit into to match boxes that nobody really bothered to think about.