While I see where you are coming from but respectfully disagree with your conclusions.
> My point is that there's less need to test people during their interviews for occupations with licensing, because they've already been tested before they even showed up for the interview.
I mean past job experience and education are pretty good indicators? Is there some facet to the accounting certification process I am unaware of that filters out under performers? If my past few accountants are any indication, then no. :)
All of that aside, I've not seen any data that suggests the hiring practices common in our field produce better outcomes than that which I am evangelizing for. Furthermore, those practices are common FAANG type companies which can offer much higher compensation packages than a typical startup. I assert that it's not only the right thing to do, it is also a _competitive advantage_ to have a streamlined, humane, hiring process.
> My point is that there's less need to test people during their interviews for occupations with licensing, because they've already been tested before they even showed up for the interview.
I mean past job experience and education are pretty good indicators? Is there some facet to the accounting certification process I am unaware of that filters out under performers? If my past few accountants are any indication, then no. :)
All of that aside, I've not seen any data that suggests the hiring practices common in our field produce better outcomes than that which I am evangelizing for. Furthermore, those practices are common FAANG type companies which can offer much higher compensation packages than a typical startup. I assert that it's not only the right thing to do, it is also a _competitive advantage_ to have a streamlined, humane, hiring process.