The hiring decison...

One of the smartest guys I know is Joel Spolsky, and I say that even though I know him only through what he writes on his blog.

He's just posted some really interesting views about interviewing, set in the context of hiring a programmer. I particularly enjoyed his perspective on the hiring decision…

If, at the end of the interview, you’ve convinced yourself that this person is smart and gets things done, and four or five other interviewers agree, you probably won’t go wrong in hiring them. But if you have any doubts, you’re better off waiting for someone better.

The optimal time to make a decision about the candidate is about three minutes after the end of the interview. Far too many companies allow interviewers to wait days or weeks before turning in their feedback. Unfortunately, the more time that passes, the less you’ll remember.

If you’re having trouble deciding, there’s a very simple solution. NO HIRE. Just don’t hire people that you aren’t sure about. This is a little nerve wracking the first few times—what if we never find someone good? That’s OK. If your resume and phone-screening process is working, you’ll probably have about 20% hires in the live interview. And when you find the smart, gets-things-done candidate, you’ll know it. If you’re not thrilled with someone, move on.

I'm not sure if Joel has read "Blink" by Malcolm Gladwell but this is what Gladwell would call rapid cognition, that moment when you know something without knowing why.

Gladwell makes some important points about unconscious bias that can creep into the hiring process. The example I remember best from the book is about height. It's possibly no surprise to learn that overwhelmingly the CEO's of big companies in the US are white males. What Gladwell discovered was they were also overwhelmingly tall. Whilst it's possible for companies to argue that the small percentages of women and minorities within the management ranks is simply reflected into the executive ranks; the same argument doesn't seem plausible when applied to height.

Gladwell argues that this is an unconscious bias; that there is a stereotype of what a leader is supposed to look like which is so powerful that when someone fits we become blind to other considerations. I wonder what a stereotypical programmer looks like.

Tags: Joel Spolsky, Malcolm Gladwell, Blink