The hottest Hiring practices Substack posts right now

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.
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.
Networking and referrals can greatly improve your chances of being hired, as they help showcase your strengths that aren't easily seen on paper.

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.
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.
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.

Sometimes having zero product/project managers can lead to faster feature shipping and more engaged developers.
Consider hiring contractors before employees to save on salaries and gain access to specialist talents.
In assessing product-market fit, look for metrics like revenue, conversion rates, and NPS, and focus on fixing the most challenging aspect for improvement.

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.
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.
Keep a rigorous hiring process. It’s important to be selective and maintain high standards, even when there's pressure to hire quickly.

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.
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.
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.

Get a weekly roundup of the best Substack posts, by hacker news affinity:

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.
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.
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.

System design interviews are subjective, leading to bias and lack of objectivity.
Candidates may have difficulty understanding what they are being evaluated on in system design interviews.
System design interviews may not accurately reflect a candidate's true abilities due to the short time frame.

Resumes have limitations and lack context for hiring managers to make informed decisions.
Hiring based on Team Fit, Role Fit, and Work History can provide better insights for the hiring process.
More contextual data like structured profiles can help in identifying talent that might be missed through traditional methods.

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.
Ask candidates about their life goals and mindset. Understanding what drives them helps ensure they align with your company's vision and culture.
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.