I've said it for many many years...hiring selects for those whom interview well and have good social engineering skills, not necessarily for those whom can get the job done and make the company successful.
The utterly meaningless "top 1%" metric always makes me laugh. By definition then 99 of every 100 engineers don't make that cut, which means, again by definition, your team has very few if any of them, no matter what hiring practices you employ.
Plus I've found that very often management uses the "oh we hired the wrong people" as an easy cover for its own failings.
The utterly meaningless "top 1%" metric always makes me laugh. By definition then 99 of every 100 engineers don't make that cut, which means, again by definition, your team has very few if any of them, no matter what hiring practices you employ.
Plus I've found that very often management uses the "oh we hired the wrong people" as an easy cover for its own failings.