Issue #[[item.issue__number]] published [[timeFormat(item.date)]]

138 items in ASSESSMENT

Very interesting piece of research from brainfooder Siadhal Magos, whose product Metaview is a kind of ‘interview analyser’. The top 3 mistakes are: 1) failure to set expectations, 2) failure to get concrete answers and 3) too many closed questions. Take a look at the post here, and let me know what you think
Issue #206 published 20 Sep 2020
Dr John Sullivan with another thought provoking post on how Covid-19 impacts the hiring interview. Many traditional techniques focus on examples from a candidates past….yet what value does this have if the present is now so different? As Dr Sullivan says, we need to ask better questions. H/T brainfooder Martin Poole for the share.
Issue #205 published 13 Sep 2020
Candidate advice posts for passing interviews are often very good sources for recruiters on the other side doing the assessment. I think this one from Builtin falls into that category. Hiring for Product Manager’s? Have a read.
Issue #204 published 6 Sep 2020
This is an unusual and fascinating post from a hiring manager at Amazon who wants to give insight on how Amazon conduct interviews. A great insiders view on the competency interviewing model, list of leadership values hired for and, of Amazon’s own internal hiring and organisational culture. Not sure how much you can do with this …but it is interesting. H/T to brainfooder Daniel Paul for the share
Issue #202 published 23 Aug 2020
Here’s two words we didn’t know: ‘diastole’ and 'systole’. They are the oscillating phases of cardiac activity which corresponds with contracting and then relaxing the heart muscles to pump out and then refill, with blood. Turns out, which phase of cardiac activity you’re in has an impact on your perception - and on your judgement. Have a think about this fascinating phenomena the next time you’re about whether to Y/N a candidate…..
Issue #202 published 23 Aug 2020
The context in this post is about a software development team but really, the characteristics of the archetypes translates across industries. In recruiting, we mostly assess for skills, and only rarely for characteristics….guess which one might be more important?
Issue #201 published 16 Aug 2020
Robert Walter Weir was one of the most popular instructors at West Point in the mid-1800s. Which is odd at a military academy, because he taught painting and drawing. Weir’s art classes were mandatory at West Point. Art can broaden your perspective, but that wasn’t the point. Nineteenth-century West Point cadets needed to be good at drawing because cartography was in its infancy…..
And with that intro, I was in, on this post. First time I’ve encountered this framework of thinking about skills as expiring vs permanent and the list of permanent ones I think we can all agree would be premium ones in any candidate we look to hire. Great brainfood folks and a must read.
Issue #201 published 16 Aug 2020
Fascinating essay on personal development and skills learning, essentially that deliberate practice is only useful for skills where knowledge is explicit, generalisable and therefore teachable. Bit of a mind bender of a post, but the author has a case I think, and makes a rather good job of explaining it. Might also be relevant to how we interview for talent
Issue #199 published 2 Aug 2020
Do we really know what good looks like? It may be the wrong question to ask, as it inevitably sets into motion an assessment process that over indexes on the most conveniently available proxies.
Issue #198 published 26 Jul 2020
When reviewing CV’s or interviewing candidates, how many of these are we subconsciously deploying? Inevitable that we’ve evolved these cognitive shortcuts, and essential we keep reminding ourselves of them. H/T brainfooder Ivan Harrison for the share.
Issue #198 published 26 Jul 2020
Builtin are producing some really good content these days. This collection of questions for product manager interviews is directed at candidates, but equally useful for any recruiter hiring for PM’s. H/T to brainfooder Denys Dinkevych for the share
Issue #198 published 26 Jul 2020
The design of “technical interviews” is hurting the tech sector.
I’d actually argue the purpose is the bigger problem. As we discussed in last Friday’s awesome Brainfood Live, interviews are not what we think they are, and don’t assess for what we think they assess. This excellent retrospective adds more weight to the argument that we need a fundamental rethink of the interview. H/T brainfooder Kristian Bright for the share
Issue #197 published 19 Jul 2020
Someone should do this for the recruiting community. Not saying that we necessarily need to think about alternative careers…. but it would be great to see those paths visualised. Do we agree? NB: oh yeah: this post is also pretty useful for understanding tech roles.
Issue #197 published 19 Jul 2020
Understanding how tech managers review tech CV’s is a critical component to any recruiter’s performance. This fascinating introspective provides great insight on the process a manager might go through during CV review. Particularly good on the self awareness of how flawed this process is (CV’s have to look good….).
Issue #196 published 12 Jul 2020
Interviewing to be a Product Manager is a dance, and to do well you have to learn the moves.
There is so much to like about this guide for candidates….coda.io showing us the future that Google docs should’ve been, Hadar showing us what interview transparency really means and the content itself…gold for anyone hiring for PM’s. H/T to brainfooder Denys Dinkevych for the share
Issue #196 published 12 Jul 2020
I wondered: what more am I hoping to learn?
One of many great lines in this fantastic retrospective from a manager brave enough to break from the protocol. It encourages us to go further: what are we really hoping to learn in each stage of the hiring funnel? Must read folks.
Issue #194 published 28 Jun 2020
Is the ability to bullsh1t actually predictive of a person’s intelligence? And - if so - can this be a legitimate measure for hiring? I’m not even sure if I’m joking. Have a read of this accessible, smart and (probably) spoof paper.
Issue #189 published 24 May 2020
We can learn a great deal about recruiting and assessment from pro sports. Red Bull - especially their Salzburg team - has been a pioneer on traits based assessment and hiring. Obvious D&I incompatibilities vs the corporate world but lots to learn here. H/T Bas van de Haterd for the share in the fb group
Issue #187 published 10 May 2020
Facebook appointed an independent oversight board, and its actually a rather interesting recruiting challenge: How do you hire people, to be independent of your business? Here’s how Facebook did it. H/T to brainfooder Stanislaw Wasowicz for the share
Issue #187 published 10 May 2020
Research from Hirevue with important implications for in-person vs AI driven video assessments. Non-verbal communication impact assessment for the job, but not performance on the job. H/T to Bas van de Haterd for the share in the fb group
Issue #186 published 3 May 2020
I’ve been a believer in ‘real world assessment’ since my days as HoTA - got to be better than CV/resume + interview right? The caveat is the workload shifts to the candidate, sometimes to an untenable degree. This point is underlined in this example from the world of journalism, where job seekers have to do 'edit tests’ to get a shot at the job.
Issue #79 published 23 Apr 2020
Firstround do a great job on crowdsourcing / community sourcing content like this. You don’t have to agree with every question to recognise that this is a great resource. 40 questions - check out them out here
Issue #158 published 23 Apr 2020
Tech candidates and tech recruiters are kind of involved in a knowledge arms race on how one side can beat the other. It’s always interesting to see how candidates talk & think about beating tech assessments. Great how-to from the candidate side by Yangshun Tay, Dev at Facebook
Issue #158 published 23 Apr 2020
Amazing post by our buddies at HackerRank, looking at the importance of shared language when describing the work we do. Focus of this post is on Full Stack Developers but a must read for anyone hiring for developers of any kind.
PS: Reminds me of Problem with Job Titles, we created at WorkShape.io, where we removed terminology from JD’s. Maybe the words are the problem eh?
Issue #107 published 23 Apr 2020
Here’s a new term for you - ‘embodied cognition’ - the use and interpretation of gesture to support communication. Fascinating post on the brain links what we see with what we hear. Now layer this on top of innovations in video interview tech , especially in the analysis of micro expressions.
Issue #159 published 23 Apr 2020
There’s a kind of evolutionary arms race going on between developers vs tech recruiters. Here’s a cool resource from the developer side by Yang Shun - an interview handbook for front-end interviewing. Useful for tech recruiters also
Issue #71 published 23 Apr 2020
Natasha Ouslis is an organisational psychologist who has summarised the findings of a 2016 research paper on the efficacy of various types of job assessment. Turns out, we need to look mainly for GMA - General Mental Ability, ahead of work experience, job knowledge, peer ratings, reference checks or interviews. 
Issue #71 published 23 Apr 2020
“…You’re as likely to get a job interview by meeting 50% of job requirements as meeting 90% of them…..” amongst some of the interesting insights from this research from our buddies at Talent Works, a post not without controversy or support, tellingly from different sides of the application fence. Take a look here
Issue #112 published 23 Apr 2020
The arms race between job seeker and recruiter is fascinating to observe on the Internet. This google spreadsheet is a massive list of resources on how-to pass Data Science interviews. Equally useful resource for those hiring for Data Scientists.
Issue #138 published 23 Apr 2020
What do Startups (or any company for that matter) mean when they ask “why should we hire you?”. Some much needed reflection on the very nature of interviewing by our friends at AngelList. We ask not to investigate or discuss but to test responses. And we wonder why candidate experience is bad…
Issue #113 published 23 Apr 2020
Why are software developers so hard to hire? In large part, it’s because they really don’t respect the process that employers put them through. The ‘assessment load’ is too high. Melissa McEwen tells us what she thinks with this readable and good natured thought experiment, which aims to illustrate that point.  Thanks to brainfooder Stephen Killilea for the share. 
Issue #61 published 23 Apr 2020
Strange, funny and maybe useful post by long time brainfooder Stephen O'Donnell. What are the crazy interview questions you remember being asked? There’s a long list of them here, for your entertainment and maybe for your use. 
Issue #61 published 23 Apr 2020
Fun fact: sitting next to your boss has positive effect on your career and salary progression. We like the people we know over the people we don’t and this is a problem says brainfooder David D'Souza - more precisely, a Proximity Problem. Very good thinking from a very good brain. Have a read here
Issue #176 published 23 Apr 2020
Functional assessments are necessary when hiring for ‘hard’ technical skills. But how much, is too much? This is fascinating thread on Reddit, where developers discuss what is a reasonable coding challenge. Essential reading for anyone hiring developers and sending our tech assessments. 
Issue #62 published 23 Apr 2020
An excellent counterpoint from Matej Latin to popular post, 6 things ‘I hate about your design CV’ (see post here). Some genuinely great advice here, especially point 5 on the futility of design challenges. Design is a social process. Thanks to long time brainfooder, Stevie Buckley for the share
Issue #62 published 23 Apr 2020
“Whiteboard” interviews are widely hated. They also discriminate against people who are already underrepresented in the field. But we use them all the time, all the same. 
Issue #54 published 23 Apr 2020
Fascinating analysis from our buddies at Talent Works, on the relevance of timing when submitting job applications. Perhaps another unconscious bias which we now need to be aware of and name. ‘Temporal bias’? 
Issue #54 published 23 Apr 2020
We are at the point of a delta here - do we allow aggregation technologies like Trooly to provide verification, or do we give ownership of data back to individual (GDPR)? I confess I’m unclear on this. It’s a political issue rather than a technological one, and whose clear on politics these days?
Issue #54 published 23 Apr 2020
Fascinating text analysis from Cornell University on the words we use when we lie.  Kind of the relevant in the people game, I think. Don’t be put off by the academic format - this is a short, accessible report and well worth a look.  
Issue #54 published 23 Apr 2020
Excellent research from our buddies at Indorse, which reveals that candidates and hiring teams have a communication problem when setting up tech assessments. If you are hiring and technically testing for, technical talent, this is a must read
Issue #136 published 23 Apr 2020
Developers hate whiteboard technical assessments. And yet this form of testing is managed and delivered by other developers. We’re trending against this though and this repo might become a good resource for showcasing alternatives.
Issue #24 published 23 Apr 2020
How many of us have tried ‘job auditions’? I think it’s a good idea. We’re still going to do interviews though - just not for assessing functional capability
Issue #24 published 23 Apr 2020
The talent shortage is not only absolute but exacerbated by errors we make in assessment. This is an excellent post by our buddies at Hire by Google, who are consistently producing top quality hiring content. Expand your talent pool by reducing your bias.
Issue #124 published 23 Apr 2020
Can they do it, do they want to do it and do you want them to do it with you? It’s the big three questions that need answering in interview assessment, which this rather neat guide from Notion does in some style - download it here. H/T to brainfooder Rob Long for the share
Issue #100 published 23 Apr 2020
How do you evaluate a person? Is it the way they walk? The way they talk? Surprisingly good listicle originally posted in Lifehacker. Relevant for us, especially at interview. 
Issue #10 published 23 Apr 2020
100% relevant to everyone reading this newsletter. We are reaching consensus that interview performance is a poor predictor of performance. Why do we keep doing them? Could we hire without?
Issue #23 published 23 Apr 2020
“..if you don’t know where you’re going, any road will get you there…” . Great writing from Cade Massey as he picks up 5 lessons on talent evaluation from the NFL Draft, especially like the idea of separating the evaluators from each other to avoid artificial consensus. This is a rare post folks - a sports listicle that is a must read. H/T Kristian Bright for the share. 
Issue #81 published 23 Apr 2020
Is the ‘Big Five’ the most credible psych assessment out there? Any psychologists out there want, pipe up because I want to know what you think. This online assessment is at least is a great UX - give it go here
Issue #120 published 23 Apr 2020
Brainfooder Bas van de Haterd leads by example on the theory and practice of assessments in recruiting. His ‘No CV, no not even interview’ approach might be a little extreme for some, but it sometimes makes for a great story and maybe greater results. Have a read here.
Issue #120 published 23 Apr 2020
Aline Lerner has been an important voice in the world of tech recruiting for some time now. Prepared to voice unpopular opinions she does so with enough big picture understanding that the message can get through. This post, on women-in-tech, is must read for those of us struggling to diversify our engineering teams. H/T to Denis Dinkevich for the share
Issue #166 published 23 Apr 2020
I’m not sure there’s a whole lot of measuring going on here, but Bogdan Frankovskyi does a reasonable job of explaining the core components of modern software development best practice. All requires context tho. Decent learning resource for recruiters who want to know about development
Issue #30 published 23 Apr 2020
Proof we are suckers for social proof, this incredible story from the world of hard rock has plenty lessons for us in recruiting. How sure are we on the information we use on candidate prescreening? It’s rarely much better than the stuff we see from Jered. H/T brainfooder Mark Mansour for the share. PS: Belfast gig is still on…
Issue #109 published 23 Apr 2020
Meet Yourself
Wonderful essay by Angela Chen, critiquing the reductionism inherent in ‘personality profiling’. Her argument that humans are irreducibly complex is validating, but is it wholly correct? Brainfood for sure, so have a read here. Artwork in this piece is a considerable bonus.
Issue #109 published 23 Apr 2020
Greg Jorgensen expertly unpacks a term we’ve all heard before, but….were probably too afraid to ask what it actually means.  Turns out, even engineers aren’t clear on it. Funny, useful and true. Tech recruiters, have a read. 
Issue #77 published 23 Apr 2020
What are the best questions to ask when ‘recruiting a recruiter’? Long time brainfooder Mark Shortall is the pro at this, running Re:Work, one of leading staffing agencies specialising in placing internal recruiters. He’s come up with a rather handy list. Check it out. 
Issue #77 published 23 Apr 2020
If you’re not thinking about hiring for remote workers by now, chances are you’re already behind the curve. As Josh Bersin asks, at what point does ‘alternative’ become mainstream? Our buddies at Zinc are 'open sourcing’ their remote hiring interview process - something to check out if you want to know how others are doing it. Read it here and make sure to follow their series here
Issue #114 published 23 Apr 2020
The Body Shop made the news last week with its ‘No CV, no interview’ hiring process, offering the job to the first person to apply. Then brainfooder Robin Schooling tells me that this is nothing new, but simply something companies are terrified to experiment with. Perhaps because it invalidates a lot of what recruiters do? Have a read and think people
Issue #177 published 23 Apr 2020
Is this the last unconscious bias we need to tackle when assessing for candidates? Not sure how we’ll ever get past this, unless we literally do hire ‘sight unseen’. Have a read, and a ponder, here
Issue #111 published 23 Apr 2020
Superb interactive guide for recruiters and hiring managers who want to step up their interviewing game. This is a beautifully presented, super valuable resource for anyone involved in interviewing candidates - must read folks. H/T to brainfooder Yuki Kho for an exceptional piece of work.
Issue #111 published 23 Apr 2020
‘Interviewing’ tech candidates is moving ever closer to 'real world assessments’ - assessments which aim to replicate or simulate the actual conditions of the job. It’s welcome progress, as this cool blog from Google tells us
Issue #145 published 23 Apr 2020
Lou Adler writing for LinkedIn on the elimination of ‘first impression bias’. Not sure I agree with all the points here, or even with the feasibility of the original premise, but there’s something in every one of Lou’s five points we can use in our work.
Issue #145 published 23 Apr 2020
Been meaning to share this for a while - an excellent post which recognises a fundamental problem of assessment - that it is at best a proxy for the work that the candidate needs to do. The solution? Just measure the work. Have a read if you want to get a few ideas on getting better at hiring for devs. H/T ‘foodie and new father(!) Kris Bright for the share
Issue #128 published 23 Apr 2020
Hard not to disagree with Jeff Waldman’s verdict on this tortuous interviewing technique. Interrogations don’t work - yet the remain a key part of almost all recruiting processes.
Issue #28 published 23 Apr 2020
The interview is dead - again. Perhaps it should be, as an assessment tool for functional competence, it’s completely unfit for purpose. Whether Weebly’s technique is entirely right is open to debate, but more of this ‘try-before-buy’ is happening to remove false positives / negatives from the hiring pipeline. 
Issue #26 published 23 Apr 2020
You know I’m a fan of FirstRound - the most featured original source in brainfood in 2017. This is a collation of the best interview questions to ask - it’s a fantastic resource. 
Issue #63 published 23 Apr 2020
This is an amazing post on interviewing by a software developer, who takes the position of a product manager when asking stakeholders to explain what it is they want. Simple and profound - a super useful guide for any recruiter involved in interviewing. 
Issue #63 published 23 Apr 2020
The ‘whiteboard’ is a much hated assessment method for validating a developers coding chops. Everyone hates it, yet everyone still does it. Apart from this list of companies, who are leading the resistance. Appropriately enough, it’s all organised in a public github repo
Issue #63 published 23 Apr 2020
“It’s time to stop the witch hunt on intuition…” is the opening sentence in this mind bending defence on the gut instinct. It is the original big data after all, and there’s not a self help book on the planet which doesn’t advocate for listening to your gut / heart / other non-brain organ. But in recruitment, it’s beyond the pale. Time for a reset?
Issue #131 published 23 Apr 2020
‘Recruitment is like’ type posts usually get a hard pass from me on recruiting brainfood but I gave this one a go because HBR usually has some good stuff. And quite unlike my stock picking, I got lucky this time because it is really quite good - especially on the 'buy low / sell high’ analogy applied to hiring. Have a read here
Issue #165 published 23 Apr 2020
Firstly, I love this format of content delivered by Michael Wright. Secondly, all the points made are valid. Give yourself 5 minutes today and give this interactive quiz a shot. 
Issue #27 published 23 Apr 2020
Lot of this going on it seems - developers sharing information on what happens when they get technically assessed. Check out this wonderful repo from Deepak Vadgama - study notes, on Java interviews. 
Issue #27 published 23 Apr 2020
Github is becoming a ‘beat the tech test’ resource for developers. It’s an arms race, and it will continue until we figure out a better way to confirm functional competence before hire. 
Issue #27 published 23 Apr 2020
Kevin Wheeler attempts to save the interview. Trust me, not even he can do it, though this is a good effort as you can hope for. We’d be better off recognising our true motives for doing interviews - it’s an irrational yet necessary sniff test - and abandon any idea its any else. 
Issue #27 published 23 Apr 2020
We’re learning that this is true, but I think struggle to find a way to make them better or replace them. There is another way of course - to rethink the value of 1-2-1 interviewing - an essential bonding ritual rather than an appropriate assessment of functional competence. 
Issue #27 published 23 Apr 2020
Aishwarya Hariharan interviews Anne Gregory, Head of Customer Success, at our buddies at Gapjumpers to find out more about the concept of ‘blind auditions’. Think 'The Voice’ for tech hiring, removing bias from hiring by sorting candidates based on their challenge round.
Issue #75 published 23 Apr 2020
Fascinating research by Hanif Samad who analysed the hiring habits for data scientists and reveals universal bias on how we - as recruiters & employers - make decisions. Attachment bias, prestige hiring, over indexing on the wrong things….it’s all here. Vital and entertaining read
Issue #150 published 23 Apr 2020
Stop press: listicle sometimes be quite good. 5 very interesting questions that you probably don’t use at interview but maybe should. Thanks to OH subscriber Steve Jacobs for the share.
Issue #45 published 23 Apr 2020
Timing is such an underestimated factor in interview success. Are we aware how significant scheduling can be to effective interviewing? Not sure anyone has any ideas on how to correct for this but thanks to OH subscriber Joe Burridge for bringing it to our attention. 
Issue #45 published 23 Apr 2020
Our buddies at RecRight have been conducting a rolling survey on the impact of video assessments on both candidate experience and recruiter performance for the past 4 years. Here’s the summary of what they’ve found.
BONUS: brainfood subscribers get 3 months usage of the RecRight platform for what maybe a typo on the price.. check it before they change it…on this link
Issue #108 published 23 Apr 2020
How do you make sure you have the right people and the right skills to start quickly and finish the job successfully? The skills matrix, or competency matrix, is your best friend, says Erik van Vulpen, who is quickly becoming a favourite of brainfood here. It’s all about proficiency vs interest folks. Great framework, so easy you can use it right away. Check it out here
Issue #108 published 23 Apr 2020
We all know that interviews is are deeply flawed assessment methods. This candidate interview guide exposes them by teaching technical job seekers how to navigate through them. Main point? deliver on the preconceived ideas of the interviewer. Food for thought here, for us, on the other side
Issue #74 published 23 Apr 2020
Lots of organisations rely on personality measures for selection and training. The problem? Many of those measures aren’t actually rooted in research, even though they seem to be scientifically sound. The challenge of knowing what good looks like laid bare in this excellent post from Talent Quarterly. H/T Christian Madsen for the share
Issue #152 published 23 Apr 2020
And it is a rather good question. From Laurie Ruettimann, a writer who’s always a pleasure to read. (Also check out her Startup, GlitchPath - an interesting take on failure pre-emption)
Issue #17 published 23 Apr 2020
So the founder of Ruby on Rails doesn’t like interviewing in coffee shops. And tells us in no uncertain terms in this great mini rant on Medium. Does he have a point? I think so, though the problem is surely the concept of using interviews as an assessment tool…. 
Issue #17 published 23 Apr 2020
There’s an evolutionary arms race going on in tech recruiting and it’s always useful to see innovation from the other side. Nice web app here from the devs - a curated collection of common web development questions to help candidates get through the interview. Obviously useful for tech recruiters also. 
Issue #86 published 23 Apr 2020
Superb resource by the ever resourceful Denis Dinkevich, who has put together some raw content into this into interactive kanban board. It’s a massive list of 1:1 questions for managers and is a fabulous resource. Bookmark this because at some point, you’re going to need it. 
Issue #122 published 23 Apr 2020
There’s been some exceptional content about the topic of hiring Product Managers lately, but I’ve read nothing quite as exhilarating as this. That might be because Ken Norton, writes like Anthony Bourdain, or maybe because he just knows what he’s talking about. It’s probably both. Long, brilliant read, so read it.
Issue #122 published 23 Apr 2020
Great method post by Jackie Bavaro, Head of PM at Asana, on hiring for Product Managers. Key challenge: how do we assess a PM when the role is impossible to isolate from the team? Jackie’s got some ideas on that - check out her thoughts here.
Issue #119 published 23 Apr 2020
Brainfooder Bas van de Haterd has been taking a deep dive into the world of assessment tooling for the past several years. He’s got a whitepaper out, which is free to download, and has written up the exec summary in this post. I particularly like the taxonomy he’s created of different assessment types. Worth a look, if you think that that the CV/Interview combo no longer cuts the mustard
Issue #119 published 23 Apr 2020
Kamran Ahmed produced one of the most popular posts in Brainfood in 2017 - a roadmap to becoming a developer. Here he is with an updated post for 2019. Must read for anyone hiring for software developers - it’s a great assessment resource.
Issue #119 published 23 Apr 2020
I’m down with Hire by Google’s nuanced defence of hiring for culture fit - see Issue 139 for how they respectively made this argument. This is yet another excellent how-to post on how to get better at hiring for culture fit. Particularly like the follow up questions on this list.
Issue #142 published 23 Apr 2020
Aline Lerner produces some great data driven blog content. Sourcing data from her platform Interviewing.io, she draws insight here on what great interviewers have in common and how we can all improve at this crucial part of the assessment / attraction process. Thanks to brainfooder Verena Berg for the share. 
Issue #60 published 23 Apr 2020
We all know the interview is flawed as a method of assessment, but what we can do about it? LinkedIn has 5 ideas, packed into this excellent downloadable PDF. It’s all about ‘real world assessment’ - get it here folks.
Issue #92 published 23 Apr 2020
If you get brainfood chances are you’ll understand the guiding principle of ‘making the internet smaller’ by gathering all the good stuff in one place. I’d say this amazing resource from our buddies at InterviewSteps does that and then some. H/T to brainfooder Kristian Bright for the share. 
Issue #95 published 23 Apr 2020
Some common sense here from Dr John Sullivan. Not sure this works as a framework but there are nevertheless some sound ideas on how to get better at assessing the intangible. 
Issue #12 published 23 Apr 2020
Pet hobby of mine: tracking the informational arms race taking place between tech recruiters vs software engineers. Here’s an escalation - a comprehensive how-to on passing tech interviews. Of use to tech recruiters of course, so check it out here
Issue #133 published 23 Apr 2020
Let’s be real says Amir Yasin. Interviews are a terrible way to hire tech candidates. Here’s why paying candidates to solve problems works. Can’t disagree with this - conduct ‘real world assessments’ for every role. Question is, how / when.

Issue #7 published 23 Apr 2020
We need to understand why we conduct interviews. It’s a necessary sniff test, not an effective assessment tool
Issue #22 published 23 Apr 2020
We need ontology classes. If we better understand categories of information, we would be better able to distinguish which types of knowledge are required for the job. 
Issue #22 published 23 Apr 2020
Superb interview from FirstRound with Lever’s Director of Engineering, Marco Rogers. Loads of takeaways here, especially on the value of moving from 2 to 3 person interviews. This is a must read folks - do it here
Issue #91 published 23 Apr 2020
Our buddies at GapJumpers were early and persistent evangelists for ‘blind assessment’. This is an interesting field report from founder Petar Vujosevic on why it is more than just the words you use that matter on job adverts.
Issue #82 published 23 Apr 2020
We’re groping our way toward a consensus that interviewing is no good for functional assessment. So why do we continue to do it? This post from HR Weekly is starting to ask the right questions
Issue #33 published 23 Apr 2020
Facial recognition techniques is already making headway into the world of recruitment, with providers of video interviewing tools being the primary vector. It’s the return of phrenology, whether we like it or not (hint: we probably don’t like it all)
Issue #67 published 23 Apr 2020
We all know interviews as assessment is a flawed exercise. That doesn’t meant that we give up trying to get better at it. LinkedIn’s Talent Solutions blog came out with this easy-to-use post last week - it’s well worth a read. 
Issue #67 published 23 Apr 2020
It always great to see practitioners share their experiential learning; Brainfooder, Daniel Illes, co-founder and formerly CPO at Drover, writes an excellent post on to run better interviews. ‘Informed intuition’ is an interesting, if problematic, concept. Have a read here
Issue #170 published 23 Apr 2020
Dan Luu is a strange bird. An experienced software engineer, he is an infrequent but brilliant writer, who publishes his often recruiting related thinking on his unapologetically ancient looking blog. It’s almost as if he is testing whether you care about substance or style? This post, on algorithms interviews is all substance. Read it if you care about assessment - but please be aware - there are no prisoners with this UI.
Issue #170 published 23 Apr 2020
Recorded tech interviews for jobs at Facebook, Google, AirBnB and others. Credit to founder Aline Lerner on getting this stuff released to the public. Fascinating to review and, for tech recruiters, an inside look at how top tech employers assess software developers. Have a browse here
Issue #101 published 23 Apr 2020
Did you know that psychoanalysis is a common assessment stage throughout Latin America? I didn’t and I’m still not convinced - I would love for any of our South American brainfooders out there to confirm the veracity of this extraordinary article from the BBC. 
Issue #55 published 23 Apr 2020
A developer’s online work has become a method of validation preferred over the CV/resume. Is it fair to judge a person this way? Ezekiel Buchhiet says no in this post which resonated with many across the tech industry. Also check out the counterpoints in the comment thread on HN here
Issue #55 published 23 Apr 2020
Each year, 3.5 million MBTI tests are administered each. Businesses have been using the test to make hiring decisions. The problem? The MBTI is bullshit.
Fair to say this post is a critique of psychometric assessment
Issue #161 published 23 Apr 2020
Interview Insider
You can see this being an interesting idea of the job board / matching platform. Provide transparency on the assessment process and allow the candidates to select in or out according to the style of assessment required. Very SV / US focused and some concerns on the persistence of the assessment type (i/e are Reddit always going to recruit like this?) but a neat idea worthy of support. H/T the ever resourceful Denis Dinkevich for the share.
Issue #126 published 23 Apr 2020
There’s fascinating arms race going on between tech candidates vs tech recruiters right now. More ‘beat the interview’ content here, this time on graphics jobs by Eric Arnebäck. Easily re-usable resource for recruiters also.
Issue #78 published 23 Apr 2020
Detailed post on how to get hired at Google. Written by lead engineer and interviewer Alex Golec. Quite technical but is accessible for most, and a fascinating journey into testing for how people think. Needless to say for tech recruiters, this is a must read
Issue #106 published 23 Apr 2020
’…diagnostic value of interviews is nearly zero…’. Some thrilling research here from the University of Warwick, which tells us in this short and accessible report, what we already know. Worth a read though to get to the language on how we really do make recruiting decisions. 
Issue #65 published 23 Apr 2020
Github is rapidly becoming a place for hosting great crowdsourced content. This is quite an amazing resource from Maksim Abramchuk - a list of lists of tech interview questions, broken down by language and framework. Bookmark for anyone hiring for engineering. 
Issue #117 published 23 Apr 2020
So this is a great example of ’being open with your journey’. No magic here, just Lyft’s engineering team telling you how they design their ML interviews. Great learning on assessment but also…very clever employer branding. 
Issue #160 published 23 Apr 2020
Recent study by Yale suggests that it takes only seconds for opinions to form - positively or negatively - based on the accent of the candidate. A further argument for animatronic robot head interviewers perhaps?
Issue #160 published 23 Apr 2020
Accessible product review from Josh Bersin (you know him don’t ya?) on Workday Skills Cloud. Leaving aside the product placement for a second, there’s some interesting thoughts threaded in this post - the ontology of skills, our challenge in grading them and most importantly, how skills interact with each other. Worth plowing through folks
Issue #169 published 23 Apr 2020
Todd Jackson, formerly Dropbox’s VP of Product, shares his hiring philosophy for top PM’s here. What I like most: the recognition that Product is rarely an entry level position so we need to consider the archetypes from other careers that are most often found applying for PM roles. As with every thing from First Round, it’s a great read
Issue #134 published 23 Apr 2020
In that context a less technically proficient developer but someone more thoughtful about end-users and their needs suddenly becomes a 10x (or 1000x) developer
The money quote in this excellent piece on assessing software developers. The way we do it now, is inevitably reductionist and that is the original sin of recruitment.
Issue #183 published 23 Apr 2020
Refreshing change of perspective to see non-specialists put together recruiting how-to’s. This short guide from Josh Sassoon at Thumbtack nails an important and neglected phases in the workflow - sharing interview feedback
Issue #85 published 23 Apr 2020
FirstRound has one of the best business blogs around. This is a collation of the best interview questions to ask. Fantastic resource. Thanks to brainfooder Jane Reddin for the share. 
Issue #53 published 23 Apr 2020
It’s always great to see hiring managers contributing to the conversation in recruitment. Here is Greg Hausheer - non-tech founder of a tech firm - showing us his framework of sorting out the right from the wrong in tech hiring with a simple, practical guide. As tech recruiters are generally all ‘non-technical’, this is an essential read
Issue #147 published 23 Apr 2020
A mostly reasonable collection of technical software development interview questions solved in Javascript
Issue #20 published 23 Apr 2020
Interesting illustration of the PBS assessment framework from our buddies at Meetal - how to use patterns from past behaviour to target candidates who are likely to be strong culture fit for your organisation. Lets get over the caveats on the rightness / wrongness of culture fit for a moment and dive into the technique - this could be useful additional tool for candidate discovery .
Issue #172 published 23 Apr 2020
What personality traits and values help agile team members thrive? McKinsey & Co unashamedly dive into psychology in this how-to on assessing and developing individuals to succeed in agile environments. A little deterministic perhaps, but this is a useful set of tools for managers and recruiters who need to get agile way of working, working. Must read
Issue #172 published 23 Apr 2020
Crystal Knows have produced this ultimate guide to personality, covering the some of the main personality models such DISC, Enneagram, Myers-Briggs, and the Big Five. Of interest to anyone into candidate selection and assessment. H/T Bas van de Haterd for the share
Issue #154 published 23 Apr 2020
Fascinating account of MIT’s measurement of biometric data vs actual performance. Turns out, in some circumstances, it was possible to predict performance based on biometric measurements such heart rate. Will consumer wearable tech usher in a whole new era of performance analytics. Arguably, it already has.….
Issue #149 published 23 Apr 2020
Extraordinary numbers from Unilever on the impact on efficiency from the deployment of AI driven assessment software. 70,000 human interview hours saved. Mainstream article, but detailed enough to get a flavour. Worth a read folks.
Issue #140 published 23 Apr 2020
More cool content from the team at Hire By Google. Accessible reading on a part of the recruiting process we pretend to know more about than we actually do. Up your interview game and have a read here.
Issue #140 published 23 Apr 2020
The fact is that we agree far more easily about what is unfair than what is fair. We may all agree that racial discrimination is wrong, yet sixty years later we’re still arguing about whether Affirmative Action is a fair remedy.
How the challenges of ML might end up helping us figure out how to define ‘what is fair’? Great brainfood from HBR
Issue #163 published 23 Apr 2020
We all want to hire people who are compatible to the values of our business. But how to get there? Key Values has a massive list of interview questions categorised according to the values you’re testing for. Lynne Tye is onto something here
Issue #70 published 23 Apr 2020
One of my many sad hobbies is to monitor the ‘arms race’ between developers vs tech recruiters. This how-to on how to prep for a tech interview is an example from the developer side, but super useful for tech recruiters also, as the roadmap is an aggregation of topic areas typically covered in standard tech assessments. Speaking plainly, this can also be useful interview prep for tech recruiters. Check it out here
Issue #144 published 23 Apr 2020
What makes a good recruiter? Hell if I know - I’ve seen great ones from every demographic and character type. So this post from my buddy Milan Novak caught my eye - an experiment to match performance with results from the Bar-On Emotional Quotient Inventory Test. Take a look if you’re building a TA / Consultant team
Issue #127 published 23 Apr 2020
Some amazing stories here, which I’m sure will resonate to many of us. Make sure to filter for ‘Top’ and read the comment by Redditor doctor_7 - it’s a heart warming story and will be a smile to your day.
Issue #127 published 23 Apr 2020
Love the boldness of this initiative - forget web based psychometrics - let’s build an actual robot to ask the questions. Meet Tengai, an assessment product by Swedish recruitment company TNG. Good news about this: TNG executives Elin Öberg Mårtenzon and Charlotte Ulvros will be joining us on Brainfood Live soon to talk about Tengai- follow the channel to watch the show.
Issue #127 published 23 Apr 2020
Mind boggling brainfood in this post on Elizabeth Holmes, the founder of Theranos, whose famously strange baritone voice was another thing about her that turned out to be fake. Got a bit of everything - gender, leadership, personal branding, psychology and how we make judgements on what people we like and trust. Have a read here
Issue #127 published 23 Apr 2020
Fascinating study on ‘credentialism’ by Institutional Investor, which discovers no relationship between CEO background and company’s stock performance. Investment related, but relevant to us recruiters here, especially on how we use often use 'past performance’ to predict future behaviour when assessing candidates - take a look here
Issue #127 published 23 Apr 2020