Skip to content
#HR

Hiring in a company and promoting inside

#HR #Career #Management #Software

I talk a lot about the hiring process and growth within our company. But it seems that before I have not written more about the diff between them, and it would be worth it. The main difference between these processes in Amount of information to make a decision and cost. Now let's dig deeper.

Nai n When hiring a large company, there are often separate interviews on different topics, which the candidate takes turns, and then he is given a grade and called for a fit interview with teams. The different stages of the interview give different signals that can be used to predict how the candidate will perform after the job. Conventionally, if we have three stages: Algorithms and data structures Interview on the language and platform around it Interview on Distributed System Design Then we can understand how well a candidate with hands-on experience in writing code, how well he knows his tool. (language) and whether it can design a solution, or whether it needs to specify tasks to the level of writing a method in this class that will take data from this API. All these signals reduce false positive errors. (We hire a weak man.)These are very expensive in a large company: In terms of time spent, a candidate usually takes a long time to delve into the internal specifics of the platforms, tools, processes, and systems his or her team is responsible for. This leads to the fact that the feedback that the person does not pull may come late. From the point of view of the candidate’s contribution – sometimes such beginners, being in a state of unconscious incompetence, write code that then brings “joy” to other team members for a long time. From the point of view of the employer’s brand, no one likes to leave probation, and negative feedback spreads better than positive feedback.

As a result, several sections are required to improve the accuracy of the assessment and reduce false positive. And if we want to minimize false positive, we get some false negative errors. (We don't hire a strong man.) - and you have to put up with it. (or be able to make exceptions for additional information).

Promotion within the company Here is another story - to understand whether or not to promote a person there is a lot of information:

  • Results of its work in previous periods (performance review)
  • Feedback from colleagues (conditional 360 whenever)
  • Promo package. (We have this application as part of our T-growth process, which I talked about in more detail. here) As a result, there is a lot of information for making a decision and it can be done in a balanced manner, based on the results of work and the behavior demonstrated, rather than proxy metrics. (like the results of the hiring interview). Therefore, when growing within the profession, we usually use not certifications with interviews as when hiring, but focus on the results of work. Plus, if you do it right, you can throw in more difficult tasks for the employee inside and watch them handle them, a kind of adaptive complexity, like in some games. If he copes with them well for some time, then promotion will not take long to wait, and if not, then the student does not take much risk.

P.S. In this post, I tried to explain why. Hiring a large company looks like a set of individual interviews Promotion of a large company looks like an assessment of human performance (not assession)

Recruitment and promotional materials

#HR #Career #Management #Software