Re: Skill Testing

That certainly says a lot about your biases. Or your misunderstanding of
the testing they wish to do. They have very specifically separated the
testing for coding skills from the testing for presentation skills as they
said in the excerpt I posted.

Then, one presumes, they can first determine if the coding skills are
sufficient to bother testing the presentation skills. And they can test
very specifically for only the presentation skills necessary to the
position in question.

Seems to me a much more useful approach than to evaluate for some imaginary
generic level of presentation skills as mostly a side effect of asking them
to solve a technical problem out loud in front of a tough crowd.

It has certainly paid off for them.

Perhaps we - you and I - have different goals for interviewing candidates.
My goal is to give candidates the best opportunity to show themselves at
their best, not do my damndest to force failure.

                 ...ken...


On Wed, Apr 3, 2019, 3:46 PM Marty Halvorson <[email protected]> wrote:

> On 4/3/2019 1:00 PM, [email protected] wrote:
> > So, we switched it up. Now, we conduct aptitude tests online, where
> > candidates are able to code where they?re comfortable in their own
> > environment. What we?ve found is now women are often outperforming the
> > men ? and since we look at the results blind, our biases evaporated.
>
> I think, after some more thought, and a conversation with another on the
> subject;  minorities and women have faced discrimination their entire
> lives.  If they can't perform in front of an audience then that says
> they are not good candidates because ability to perform is a learned
> talent, and is required in any technical endeavor.  That fact that the
> folks publishing this paragraph have found a decided increase in
> minorities and women says more about their biases that it does about the
> folks who were hired.
>
> Peace,
> Marty Halvorson
>
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