The hottest Hiring practices Substack posts right now

And their main takeaways
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Top Business Topics

How to hire ML engineers/researchers

Artificial Fintelligence • 17 implied HN points • 16 Jan 25
🕹 Technology Machine Learning Hiring practices
  1. When hiring ML engineers or researchers, focus on real-world problems they might face, rather than traditional coding tests. Use scenarios from your team’s work to assess their problem-solving skills.
  2. Be clear about your company's expectations and culture from the start. Candidates should know they won’t have the freedom to pursue purely academic research.
  3. Keep a rigorous hiring process. It’s important to be selective and maintain high standards, even when there's pressure to hire quickly.

Human Capital And The Referral Heuristic

Optima & Outliers • 119 implied HN points • 13 May 24
💼 Business Hiring practices Recruitment Job Market Networking Human Capital
  1. Hiring often feels like buying a house, needing personal interactions to gauge a candidate's soft skills like integrity and confidence, which can't be fully captured in a resume.
  2. Many good candidates get overlooked because traditional screening methods focus too much on relevant experience, which doesn't always reflect their true potential or transferable skills.
  3. Networking and referrals can greatly improve your chances of being hired, as they help showcase your strengths that aren't easily seen on paper.

What if We Restricted Athletes Like We Do Tech Workers?

I Might Be Wrong • 9 implied HN points • 27 Dec 24
🎾 Sports Athletes Competition Public Opinion Hiring practices
  1. If we restricted athletes' hiring like we do with tech workers, it could really hurt the quality of sports teams. Teams need to pick the best players, regardless of their background.
  2. The debate about hiring based on nationality or identity shows how complicated the hiring process can be. But in sports, fans generally agree that winning comes first, and that means hiring the most skilled players.
  3. The discussion around merit versus restrictions often gets lost in social media arguments. People need to remember that companies, like sports teams, should focus on talent and performance.

You Seem Too High in Openness!

Optima & Outliers • 19 HN points • 14 Jun 24
💼 Business Hiring practices Employee performance Workplace dynamics Talent Acquisition
  1. Personality tests can offer useful insights into hiring, helping to predict how someone might behave in a job. However, they should be used alongside other evaluations, not as the only tool.
  2. It's essential to match job requirements with specific personality traits. For instance, some roles may require traits like agreeableness, while others might benefit from someone who's more assertive.
  3. Not all positive traits are good for every role. Too much of a good trait can become a weakness in different contexts, so interviewers should look for a balance of traits rather than just high scores.

"No PM, no problem"

The SaaS Baton • 78 implied HN points • 01 Mar 23
💼 Business Hiring practices Product-Market Fit Profitability Remote work
  1. Sometimes having zero product/project managers can lead to faster feature shipping and more engaged developers.
  2. Consider hiring contractors before employees to save on salaries and gain access to specialist talents.
  3. In assessing product-market fit, look for metrics like revenue, conversion rates, and NPS, and focus on fixing the most challenging aspect for improvement.
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How to fit into startup culture

Logos • 19 implied HN points • 27 May 22
💼 Business Startup Culture Management Hiring practices Workplace dynamics Innovation
  1. In startup culture, it's important to recognize that many things are seen as 'broken.' Instead of making small improvements, you should embrace the mindset that big changes are needed.
  2. Using language from manufacturing can help you fit in. Words like 'build,' 'ship,' and 'tinker' are commonly used in tech. Adopting this language can make you feel more like part of the team.
  3. Startups thrive in chaos and uncertainty. Instead of trying to create order and processes, focus on building relationships and influencing others to get things done.

9 Steps To Hire The Right Designer

VERY GOOD PRODUCTIZED GUIDES • 0 implied HN points • 18 Jun 24
🪑 Design Graphic design Hiring practices Work Culture Creative Process Team Management
  1. It's important to hire based on shared values and character, not just skills. People can learn skills, but their attitude and fit with your team are crucial.
  2. Ask candidates about their life goals and mindset. Understanding what drives them helps ensure they align with your company's vision and culture.
  3. Communication is key in a design role. Look for designers who listen well and empathize with clients, as it leads to better designs and relationships.