I would argue that _none_ of the articles about “hiring is broken” and “interviews are broken” actually help with this problem.
There is near-universal consensus that technical hiring is atrocious and yet very few people putting forth possible solutions and/or companies willing to experiment with the status quo.
My ideas are:
* Real-world interview questions
* Standardized testing for "soft" skills. It can be done.
* Dedicated onboarding resources
* Apprenticeships for entry-level engineers with dedicated training programs
* Remove all names from all inbound job applications
* Offer _more_ money for internal referrals. Make them on par with what you'd pay a recruiter.
There is near-universal consensus that technical hiring is atrocious and yet very few people putting forth possible solutions and/or companies willing to experiment with the status quo.
My ideas are: * Real-world interview questions * Standardized testing for "soft" skills. It can be done. * Dedicated onboarding resources * Apprenticeships for entry-level engineers with dedicated training programs * Remove all names from all inbound job applications * Offer _more_ money for internal referrals. Make them on par with what you'd pay a recruiter.