Years ago, we did a study to determine whether anyone at Google is particularly good at hiring. We looked at tens of thousands of interviews, and everyone who had done the interviews and what they scored the candidate, and how that person ultimately performed in their job. We found zero relationship. It's a complete random mess, except for one guy who was highly predictive because he only interviewed people for a very specialized area, where he happened to be the world's leading expert.
On the hiring side, we found that brainteasers are a complete waste of time. How many golf balls can you fit into an airplane? How many gas stations in Manhattan? A complete waste of time. They don't predict anything.
We found that, for leaders, it's important that people know you are consistent and fair in how you think about making decisions and that there's an element of predictability. If a leader is consistent, people on their teams experience tremendous freedom, because then they know that within certain parameters, they can do whatever they want.
You don't actually have to do that much more. Because for most people, just knowing that information causes them to change their conduct. One of the applications of Big Data is giving people the facts, and getting them to understand that their own decision-making is not perfect. And that in itself causes them to change their behavior.
Google famously used to ask everyone for a transcript and G.P.A.'s and test scores, but we don't anymore, unless you're just a few years out of school. We found that they don't predict anything.
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Muy interesante entrevista, me encanta la conclusión de que las evaluaciones obtenidas en el proceso de selección no tienen ninguna relación con el rendimiento posterior de los candidatos contratados (excepto en el caso del tipo ese que resulta que es el figura mundial en su ramo).