But legibility is a separate issue. If there are people who would potentially be good safety reseachers, but they get turned away by recruiters because they don’t have a legibly impressive resume, then you have the companies lacking employees they would do well with if they had.
So, companies could be less constrained on people if they were more thorough in evaluating people on more than shallow easily-legible qualities.
Spending more money on this recruitment evaluation would thus help alleviate lack of good researchers. So money is tied into person-shortage in this additional way.
Here’s my recommendation for solving this problem with money: have paid 1-2 month work trials for applicants. The person you hire to oversee these doesn’t have to be super-competent themselves, they mostly a people-ops person coordinating the work-trialers. The outputs of the work could be relatively easily judged with just a bit of work from the candidate team (a validation-easier-than-production situation), and the physical co-location would give ample time for watercooler conversations to reveal culture-fit.
Here’s another suggestion: how about telling the recruiters to spend the time to check personal references? This is rarely, if ever, done in my experience.
But legibility is a separate issue. If there are people who would potentially be good safety reseachers, but they get turned away by recruiters because they don’t have a legibly impressive resume, then you have the companies lacking employees they would do well with if they had.
So, companies could be less constrained on people if they were more thorough in evaluating people on more than shallow easily-legible qualities.
Spending more money on this recruitment evaluation would thus help alleviate lack of good researchers. So money is tied into person-shortage in this additional way.
I agree that suboptimal recruiting/hiring also causes issues, but it isn’t easy to solve this problem with money.
Here’s my recommendation for solving this problem with money: have paid 1-2 month work trials for applicants. The person you hire to oversee these doesn’t have to be super-competent themselves, they mostly a people-ops person coordinating the work-trialers. The outputs of the work could be relatively easily judged with just a bit of work from the candidate team (a validation-easier-than-production situation), and the physical co-location would give ample time for watercooler conversations to reveal culture-fit.
Here’s another suggestion: how about telling the recruiters to spend the time to check personal references? This is rarely, if ever, done in my experience.
I’m pretty sure Ryan is rejecting the claim that the people hiring for the roles in question are worse-than-average at detecting illegible talent.