Hiring Developers By Algorithm 326
Strudelkugel writes in with a story about how big data is being used to recruit workers. "When the e-mail came out of the blue last summer, offering a shot as a programmer at a San Francisco start-up, Jade Dominguez, 26, was living off credit card debt in a rental in South Pasadena, Calif., while he taught himself programming. He had been an average student in high school and hadn't bothered with college, but someone, somewhere out there in the cloud, thought that he might be brilliant, or at least a diamond in the rough. 'The traditional markers people use for hiring can be wrong, profoundly wrong,' says Vivienne Ming, the chief scientist at Gild since late last year. That someone was Luca Bonmassar. He had discovered Mr. Dominguez by using a technology that raises important questions about how people are recruited and hired, and whether great talent is being overlooked along the way."
No enough keywords (Score:4, Funny)
Sorry, this article did not make it past my keyword scanning filters. Moreover, it does not have 7 years of experience to back up it's introductory claims. Since I cannot find a suitable article, I will have to source one from India.
Re:"can be wrong, profoundly wrong" (Score:5, Funny)
At my old job, we had a pretty revolutionary strategy for picking someone: We talked with them.
The beauty of hiring people based upon a program is that it's not the hiring manager's fault when the new hires are terrible. It's the computer's fault.
Re:"can be wrong, profoundly wrong" (Score:4, Funny)
The EE replies: 'You said all the resistors are in backwards, so I'm putting them in the right way.'
But surely even an idiot would have known that if all the resistors were backwards all he had to do was put the battery in the other way round.