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Comment by yummyfajitas | Hacker News Reader

You bring up another reason why 90% of applications might be rejected: false negatives.

Consider a hiring filter which rejects 90% of good applicants and 99% of bad applicants. In such a world, consider a population of 10 good applicants. These 10 applicants will go on 100 interviews, be rejected on 90 of them and each will find a job. So in this world where every applicant finds a job, you still get 9/10 applications being rejected.

This seems to agree with your (anecdotal, and likely biased [1]) experience.

[1] "I got rejected after an interview, therefore hiring is broken" is a perennial topic on HN.

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I've come to accept that I'm no good at whiteboard interviews. The only way I can get hired nowadays is either via a personal referral and/or an employer so desperate (or serious enough about hiring someone in a reasonable time-frame) that they short-circuit their interview process and skip the whole whiteboard hazing process.

For my current job, I had a total of 2 phone conversations (first with a recruiter, second with the hiring manager) over the course of a week when they all of a sudden dropped an offer on me. I was a bit surprised by it -- "What? An offer already? Uh, I was expecting some sort of interview first?"

I actually nearly walked away at that point, but was... talked into accepting after a little back-and-forth on the salary.

But anyway, I just ignore cold-call/emails from recruiters anymore, because I know it will just end in wasted time (like getting rejected after 4 rounds of hazing and a weekend-stealing homework project) and stress/frustration I don't need. Most companies are obviously being overwhelmed with large numbers of high quality applicants for every open position ;)

I'd love to have an interview where I got to show off what I know with some whiteboard problems. Every interview I've ever had usually goes like "So tell us about the kind of projects you've done in school or on your own." I don't have any huge personal projects, just a million little ones and for the most part, my school projects have been very uninteresting and not 100% towards the interests I have. I end up sounding pretty dull and lazy. If I was given some whiteboard problems, I would at least be able to show off what I know rather than just talking about it. In interviews, I'm always afraid of sounding like I'm bullshitting something when I'm not an expert in something but know enough to carry a conversation about the subject. The job I got hired for, the skills they were looking for were things I've done as a hobby in my spare time. I was surprised they offered me the job since I figured there had to be a bunch of masters grads out there much more qualified than me. Now I sit here and feel like I'm maybe a bit too underqualified for the job. It's going to take a bit of time just getting up to the knowledge level that I think they were expecting me to have. If I had some whiteboard-style questions during the interview, maybe I would have gotten weeded out. Maybe they really are looking for someone of my experience. I'm really not 100% sure but I'm not about to tip my hand and be branded as a bullshitter. I really do like the job and the projects they already have me working on are way cooler than I'd ever imagine. But I wish I was a bit more prepared for the level of knowledge required before coming in here.

apply for amazon, you'll have fun.

I think this is probably close to being the case. The Google interview is an "any given Sunday" thing, with a huge amount of luck involved as to choice of interviewer and interview questions. I suspect that a person who got an offer, if forced to re-interview, would fail 9/10 times.

Seems like it's because the industry has accepted that there's a fixed number of good applicants, and so employers are engaged in a zero-sum game to dig them out, overlooking the notion that average programmers can become better with guidance.

This seems to agree with your (anecdotal, and likely biased [1]) experience.

Spolsky's observations are no less anecdotal and no more data-driven than the previous poster's experiences.

This is exactly what happens. The hiring bar is so arbitrarily high that companies can say there's a shortage when they reject 5-10 good applicants for every position.

In a true labor shortage this would be completely unsustainable. Trying to justify rejecting 90% of your good applicants to avoid "false negatives" and extending that logic to say that there's a shortage... Obviously retarded if you think about it.

Hardly. If the cost of 10 interviews exceeds the cost of 1 bad hire, then my 90/99 filter is probably worth it.

If you think it's retarded, try and work out the arithmetic yourself.

Does that include the accounting for recruiter salaries, the time taken away from employees to conduct interviews, etc.? You'd think that CA being an at-will state would encourage more performance-related terminations. Fail early, fail fast- with your talent pool.

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