Your comment is chock full of flawed and patently false ideas. Firstly, I have yet to encounter a company with a hiring process that is actually, provably, repeatedly tied to any of that company’s business needs. Designing a working hiring process is harder than the software work that the hiring is for. It’s no surprise that results usually seem arbitrary and ineffective.
Secondly, and following up on my first critique, an ineffective hiring process usually leads to the hiring of candidates who are good at interviewing, not at the actual work. These are the literal “bad hires” that should have been sifted out by the hiring process.
Secondly, and following up on my first critique, an ineffective hiring process usually leads to the hiring of candidates who are good at interviewing, not at the actual work. These are the literal “bad hires” that should have been sifted out by the hiring process.