用一年的数据预测下一年数据_一年的招聘数据中的经验教训

用一年的数据预测下一年数据

by Aline Lerner

通过艾琳·勒纳(Aline Lerner)

一年的招聘数据中的经验教训 (Lessons from a year’s worth of hiring data)

Before I started interviewing.io (which was inspired in large part by what I learned while working on this post), I worked as a recruiter. I also ran technical recruiting at TrialPay.

在我开始面试.io (这在很大程度上是我在从事此职位时所学到的启发)之前，我曾是一名招聘人员。 我还在TrialPay负责技术招聘。

Before that, I worked as a software engineer, and one part of my job was conducting first-round technical interviews. Between January 2012 and January 2013, I interviewed roughly 300 people for our back-end/full-stack engineer positions.

在那之前，我曾担任软件工程师，而我的工作之一是进行第一轮技术面试。 在2012年1月至2013年1月之间，我采访了大约300位后端/全栈工程师职位。

TrialPay was awesome and gave me a lot of freedom, so I was able to use my intuition about whom to interview. As a result, candidates ranged from self-taught college dropouts or associate’s degree holders to PhD holders, ACM winners, MIT/Harvard/Stanford/Caltech students, and Microsoft, Amazon, Facebook, and Google interns — and everyone in between.

TrialPay很棒，给了我很多自由，因此我能够凭直觉来采访谁。 结果，候选人的范围从自学成才的大学退学生或副学士学位持有人到博士学位持有人，ACM获奖者，麻省理工学院/哈佛/斯坦福大学/卡尔Tyk大学的学生以及微软，亚马逊，Facebook和Google实习生-以及介于两者之间的所有人。

While interviewing such a wide cross section of people, I realized that I had a golden opportunity to test some of the prevalent folk wisdom about hiring.

在采访如此广泛的人群时，我意识到我有一个千载难逢的机会来检验一些关于招聘的民间智慧。

The results were pretty surprising, so I thought it would be cool to share them. Here’s what I found:

结果非常令人惊讶，因此我认为分享它们会很酷。 这是我发现的：

• typos and grammatical errors matter more than anything else
  错别字和语法错误比什么都重要
• having attended a top computer science school doesn’t matter
  上过顶尖的计算机科学学校没关系
• listing side projects on your resume isn’t as advantageous as expected
  在简历中列出辅助项目并不如预期的那样有利
• GPA doesn’t seem to matter
  GPA似乎无关紧要

And the least surprising thing that I was able to confirm was that:

我能够确认的最令人惊讶的事情是：

• having worked at a top company matters
  在顶级公司工作很重要

Of course, a data set of size 300 is a pittance, and I’m a far cry from a data scientist. Most of the statistics here is done with the help of Statwing and with Wikipedia as a crutch. With the advent of more data and more rigorous analysis, perhaps these conclusions will be proven untrue. But, you gotta start somewhere.

当然，大小为300的数据集是微不足道的，与数据科学家相去甚远。 此处的大多数统计数据都是在Statwing的帮助下完成的，并且以Wikipedia为a手。 随着更多数据和更严格分析的出现，也许这些结论将被证明是不正确的。 但是，您必须从某个地方开始。

为什么这很重要 (Why any of this matters)

In the status quo, most companies don’t run exhaustive analyses of hiring data, and the ones that do keep it closely guarded and only share vague generalities with the public. As a result, a certain mysticism persists in hiring, and great engineers who don’t fit in “the mold” end up getting cut before another engineer has the chance to see their work.

在现状下，大多数公司都不会对招聘数据进行详尽的分析，而那些会严格保护招聘数据并仅与公众共享含糊的概括性信息的公司。 结果，一定的神秘感继续存在，而那些不适合“模具”的优秀工程师最终在另一位工程师有机会看到他们的工作之前被裁掉。

Why has a pedigree become such a big deal in an industry that’s supposed to be a meritocracy? At the heart of the matter is scarcity of resources. When a company gets to be a certain size, hiring managers don’t have the bandwidth to look over every resume and treat every applicant like a unique and beautiful snowflake. As a result, the people doing initial resume filtering are not engineers. Engineers are expensive and have better things to do than read resumes all day. Enter recruiters or HR people. As soon as you get someone who’s never been an engineer making hiring decisions, you need to set up proxies for aptitude. Because these proxies need to be easily detectable, things like a CS degree from a top school become paramount.

为什么在一个本应是精英管理的行业中，血统书变得如此重要？ 问题的核心是资源短缺。 当公司规模达到一定规模时，招聘经理将没有足够的精力来查看每份简历，并将每位应聘者都当成独特而美丽的雪花。 结果，进行初始简历筛选的人员不是工程师。 工程师很昂贵，并且比整天阅读简历要好得多。 输入招聘人员或人力资源人员。 一旦找到从未成为工程师的人来做出雇用决定，就需要设置代理以提高才能。 由于这些代理服务器必须易于检测，因此像顶级学校的CS学位这样的事情变得至关重要。

Bemoaning that non-technical people are the first to filter resumes is silly because it’s not going to change. What can change, however, is how they do the filtering. We need to start thinking analytically about these things, and I hope that publishing this data is a step in the right direction.

抱怨非技术人员是第一个过滤简历的人，这很愚蠢，因为它不会改变。 但是，可以改变的是它们如何进行过滤。 我们需要开始对这些事情进行分析思考，我希望发布这些数据是朝正确方向迈出的一步。

方法 (Method)

To sort facts from folk wisdom, I isolated some features that were universal among resumes and would be easy to spot by technical and non-technical people alike and then ran statistical significance tests on them.

为了从民间智慧中整理事实，我隔离了简历中普遍存在的一些功能，这些功能很容易被技术人员和非技术人员发现，然后对它们进行统计显着性检验。

My goal was to determine which features were the strongest signals of success, which I defined as getting an offer. I ran this analysis on people whom we decided to interview rather than on every applicant. Roughly out 9 out of 10 applicants were screened out before the first round. The motivation there was to gain some insight into what separates decent candidates from great ones, which is a much harder question than what separates poor candidates from great ones.

我的目标是确定哪些功能是成功的最有力信号，我将其定义为获得报价。 我对我们决定采访的人而不是每个申请人进行了分析。 在第一轮之前，大约有十分之九的申请人被筛选出来。 这样做的动机是要了解什么将体面的候选人与优秀的候选人分开，这比将贫困的候选人与优秀的候选人分开的问题要困难得多。

Certainly there will be some sampling bias at play here, as I only looked at people who chose to apply to TrialPay specifically, but I’m hoping that TrialPay’s experience could be a stand-in for any number of startups that enjoy some renown in their specific fields but are not known globally.

当然，在这里肯定会有一些抽样偏差，因为我只看了那些选择专门申请TrialPay的人，但是我希望TrialPay的经验可以成为任何数量享有声誉的初创公司的替身。特定领域，但在全球范围内未知。

It also bears mentioning that this is a study into what resume attributes are significant when it comes to getting hired rather than when it comes to on-the-job performance.

还需要提及的是，这是对简历属性在被录用而不是在职绩效方面具有重要意义的研究。

Here are the features I chose to focus on (in no particular order):

以下是我选择要重点关注的功能(无特定顺序)：

• BS in Computer Science from a top school (as determined by U.S. News and World Report)

  拥有一所顶级学校的计算机科学学士学位 (由《美国新闻与世界报道》确定)

• Number of grammatical errors, spelling errors, and syntactic inconsistencies

  语法错误，拼写错误和语法不一致的数量

• Frequency of buzzwords (programming languages, frameworks, OSes, software packages, etc.)

  流行词的频率 (编程语言，框架，操作系统，软件包等)

• How easy it is to tell what someone did at each of their jobs

  告诉某人每个职位的工作有多么容易

• Highest degree earned

  最高学历

• Resume length

  简历长度

• Presence of personal projects

  个人项目的存在

• Work experience in a top company

  在顶级公司的工作经验

• Undergraduate GPA

  本科GPA

TrialPay的招聘栏和面试流程 (TrialPay’s hiring bar and interview process)

Before I share the actual results, a quick word about context is in order. TrialPay’s hiring standards are quite high. We ended up interviewing roughly 1 in 10 people that applied. Of those, after several rounds of interviewing (generally a phone screen followed by a live coding round followed by onsite), we extended offers to roughly 1 in 50, for an ultimate offer rate of 1 in 500.

在我分享实际结果之前，需要先简要介绍一下上下文。 TrialPay的招聘标准很高。 最后，我们采访了大约十分之一的应聘者。 其中，经过几轮采访(通常是电话屏幕播放，然后是现场编码播放，然后是现场采访)，我们将报价扩展到大约每50个中有1个，最终报价是每500个中有1个。

The interview process is pretty standard, though the company shies away from asking puzzle questions that depend on some amount of luck/clicking to get the correct answer. Instead, they prefer problems that gradually build on themselves and open-ended design and architecture questions.

面试过程是相当标准的，尽管该公司回避提出一些取决于运气/点击才能获得正确答案的难题。 相反，他们更喜欢逐渐建立在自己身上的问题以及开放式设计和体系结构问题。

结果 (The results)

Now, here’s what I discovered. The bar height represents effect size. Every feature with a bar was statistically significant. These results were quite surprising, and I will try to explain and provide more info about some of the more interesting stuff I found.

现在，这就是我发现的东西。 条形高度代表效果大小 。 每个带有条形图的功能在统计上都很重要。 这些结果令人惊讶，我将尝试解释并提供有关我发现的一些更有趣内容的更多信息。

错误数 (Number of errors)

The most significant feature by far was the presence of typos, grammatical errors, or syntactic inconsistencies.

迄今为止，最重要的功能是输入错误，语法错误或语法不一致。

Errors I counted included everything from classic transgressions like mixing up “its” and “it’s” to typos and bad comma usage. In the figure below, I’ve created a fictional resume snippet to highlight some of the more common errors.

我计算的错误包括从经典的过错(例如将“它”与“它”混在一起)到错别字和错误的逗号用法等所有内容。 在下图中，我创建了一个虚构的简历片段以突出显示一些更常见的错误。

This particular result was especially encouraging because it’s something that can be spotted by HR people as well as engineers. When I surveyed 30 hiring managers about which resume attributes they thought were most important, however, no one ranked number of errors highest.

这个特殊的结果特别令人鼓舞，因为人力资源人员和工程师都可以发现这一点。 当我对30位招聘经理进行调查时，他们认为最重要的简历属性是最重要的，而没有人将错误数列为最高。

Presumably, hiring managers don’t think that this attribute is that important for a couple of reasons: (1) resumes that are rife with mistakes get screened out before even getting to them and (2) people almost expect engineers to be a bit careless with stuff like spelling and grammar. With respect to the first point, keep in mind that the resumes in this analysis were only of people whom we decided to interview. With respect to the 2nd point, namely that engineers shouldn’t be held to the same writing standards as people in more humanities-oriented fields, I give you my next chart.

据推测，招聘经理并不认为此属性如此重要，原因有两个：(1)筛选出大量错误的简历，甚至在找到之前就被筛选掉了；(2)人们几乎期望工程师会有些粗心诸如拼写和语法之类的东西。 关于第一点，请记住，此分析中的简历仅属于我们决定采访的人员。 关于第二点，即不应该将工程师的写作标准与更注重人文学科的人员保持一致，我在下一张图表中给出。

Below is a breakdown of how resumes that ultimately led to an offer stacked up against those that didn’t. (Here, I’m showing the absolute number of errors, but when I ran the numbers against number of errors adjusted for resume length, the result were virtually identical.)

以下是一份简历的细目分类，这些简历最终导致了与没有提供简历的人相提并论。 (在这里，我显示的是绝对错误数，但是当我将数字与针对恢复长度调整的错误数进行比较时，结果实际上是相同的。)

As you can see, the distributions look quite different between the group of people who got offers and those that didn’t. Moreover, about 87% of people who got offers made 2 or fewer mistakes.

如您所见，在获得报价的人和没有收到报价的人之间，分配看起来非常不同。 此外， 约有87％的要约人犯了2个或更少的错误 。

In startup situations, not only are good written communication skills extremely important (a lot of heavy lifting and decision making happens over email), but I have anecdotally found that being able to write well tends to correlate very strongly with whether a candidate is good at more analytical tasks.

在初创企业中，不仅良好的书面沟通技巧非常重要(通过电子邮件进行大量繁重的工作和决策)，而且我发现，写得好往往与应聘者是否擅长有很强的相关性。更多分析任务。

Not submitting a resume rife with errors is a sign that the candidate has strong attention to detail which is an invaluable skill when it comes to coding, where there are often all manners of funky edge cases and where you’re regularly being called upon to review others’ code and help them find obscure errors that they can’t seem to locate because they’ve been staring at the same 10 lines of code for the last 2 hours.

没有提交带有错误的履历表，就表明考生对细节非常重视，这是编码方面的一项宝贵技能，那里经常出现各种时髦的情况，并且经常要求您进行审查其他人的代码，并帮助他们找到他们似乎找不到的晦涩错误，因为他们在过去2小时内一直盯着相同的10行代码。

It’s also important to note that a resume isn’t something you write on the spot. Rather, it’s a document that you have every opportunity to improve. You should have at least 2 people proofread your resume before submitting it. When you do submit, you’re essentially saying, “This is everything I have done. This is what I’m proud of. This is the best I can do.” So make sure that that is actually true, and don’t look stupid by accident.

同样重要的是要注意，简历不是您当场写的东西。 相反，它是您有机会进行改进的文档。 提交简历之前，至少应有2个人对简历进行校对。 当您提交时，您实际上是在说：“这就是我所做的一切。 这是我引以为豪的。 这是我能做的最好的。” 因此，请确保这是真的，并且不要因偶然而显得愚蠢。

顶级公司 (Top company)

No surprises here. The only surprise is that this attribute wasn’t more significant. Though I’m generally not too excited by judging someone on pedigree, having been able to hold down a demanding job at a competitive employer shows that you can actually, you know, hold down a demanding job at a competitive employer.

这里没有惊喜。 唯一令人惊讶的是，该属性并不重要。 虽然我通常不会对某个具有家谱的人进行评判感到兴奋，但是能够在竞争激烈的雇主那里担任高要求的工作表明，您实际上可以在竞争激烈的雇主那里担任苛刻的工作。

Of all the companies that our applicants had on their resumes, I classified the following as elite: Amazon, Apple, Evernote, Facebook, Google, LinkedIn, Microsoft, Oracle, any Y Combinator startup, Yelp, and Zynga.

在我们应聘者的简历中，我将以下公司归为精英：亚马逊，苹果，印象笔记，Facebook，谷歌，LinkedIn，微软，Oracle，任何Y Combinator初创公司，Yelp和Zynga。

本科GPA (Undergraduate GPA)

After I ran the numbers to try to figure out whether GPA mattered, the outcome was a bit surprising: GPA appeared to not matter at all. Take a look at the GPA distribution for candidates who got offers versus candidates that didn’t.

在计算完数字以找出GPA是否重要后，结果有点令人惊讶：GPA似乎一点都不重要。 查看获得报价的候选人与未获得报价的候选人的GPA分配。

As a caveat, it’s worth mentioning that roughly half of our applicants didn’t list their GPAs on their resumes, so not only is the data set smaller, but there are probably some biases at play. I did some experiments with filling in the missing data and separating out new grads, and I will discuss those results in a future post.

需要说明的是，值得一提的是，大约一半的申请人没有在简历中列出他们的GPA，因此不仅数据集较小，而且可能存在一些偏差。 我做了一些实验，填写了缺失的数据并分离出了新的毕业生，我将在以后的文章中讨论这些结果。

容易分辨出候选人的实际情况吗？ (Is it easy to tell what the candidate actually did?)

Take a look at this role description:

看一下这个角色描述：

In which of these is it easier to tell what the candidate did? I would argue that the first snippet is infinitely more clear than the second. In the first, you get a very clear idea of what the product is, what the candidate’s contribution was in the context of the product, and why that contribution matters. In the second, the candidate is using some standard industry lingo as a crutch — what he said could easily be applied to pretty much any software engineering position.

用哪种方法更容易说明应聘者做了什么？ 我认为第一个摘要比第二个更加清晰。 首先，您会非常清楚地了解产品是什么，候选人对产品的贡献是什么以及贡献为何重要。 第二，候选人使用某种标准的行业术语作为拐杖，他说的话可以很容易地应用于几乎任何软件工程职位。

Judging each resume along these lines certainly wasn’t an exact science, and not every example was as cut-and-dry as the one above. Moreover, while I did my best to avoid confirmation bias while deciding whether I could tell what someone did, I’m sure that the system wasn’t perfect.

按照这些思路判断每份简历肯定不是一门精确的科学，而且并非每个例子都像上述例子那样千篇一律。 而且，尽管我尽最大努力避免在确定是否可以告诉某人所做的事情时出现确认偏差，但我确信系统并不完美。

All this said, however, I do find this result quite encouraging. People who are passionate about and good at what they do tend to also be pretty good at cutting to the chase.

综上所述，我的确感到鼓舞。 热情洋溢并善于做事的人往往也很擅长追赶。

I remember the feeling of having to write my resume when I was looking for my first coding job, and I distinctly remember how easily words flowed when I was excited about a project versus when I knew deep down inside that whatever I had been working on was some mundane piece of crap. In the latter case is when words like “software development life cycle” and a bunch of acronyms reared their ugly heads… a pitiful attempt to divert the reader from lack of substance by waving a bunch of impressive sounding terms in their face.

我记得当我在寻找我的第一份编码工作时不得不写简历的感觉，而且我清楚地记得当我对一个项目感到兴奋时，以及当我深深地知道自己所做的事情是什么时，单词流淌的容易程度。一些平凡的废话。 在后一种情况下，诸如“软件开发生命周期”之类的词和一堆缩写词抬起了丑陋的头……可怜的尝试是通过在脸上挥动一堆令人印象深刻的冠冕堂皇的术语来转移读者摆脱实质性的束缚。

This impression is further confirmed by a word cloud generated from candidate resumes that received an offer versus those that didn’t. For these clouds, I took words that appeared very frequently in one data set relative to how often they appeared in the other one.

从收到要约与未收到要约的求职者简历生成的词云进一步证实了这种印象。 对于这些云，我选择了在一个数据集中出现频率相对于在另一数据集中出现频率较高的单词。

As you can see, “good” resumes focused much more on action words/doing stuff (“manage”, “ship”, “team”, “create”, and so on) versus “bad” resumes which, in turn, focused much more on details/technologies used/techniques.

如您所见，“好”简历更多地集中在动作词/做事(“管理”，“船”，“团队”，“创造”等)上，而不是“差”简历，后者又将重点放在有关详细信息/使用的技术/技术的更多信息。

最高学历 (Highest degree earned)

Though highest degree earned didn’t appear to be significant in this particular data set, there was a definite trend that caught my attention. Take a look at the graph of offers extended as a function of degree.

尽管在这个特定的数据集中获得的最高学位似乎并不重要，但是有一个明确的趋势引起了我的注意。 看一下随程度扩展的报价图。

As you can see, the higher the degree, the lower the offer rate. I’m confident that with the advent of more data (especially more people without degrees and with master’s degrees), this relationship will become more clear.

如您所见，程度越高，要约率越低。 我相信，随着更多数据的出现(尤其是更多没有学位和硕士学位的人)，这种关系将变得更加清晰。

I believe that self-motivated college dropouts are some of the best candidates around because going out of your way to learn new things on your own time, in a non-deterministic way, while juggling the rest of your life is, in some ways, much more impressive than just doing homework for 4 years.

我相信自我激励的大学退学生是最好的人选，因为在某种程度上，尽力以非确定性的方式不停地学习自己的新事物，同时兼顾余生，比仅仅做4年家庭作业更令人印象深刻。

顶尖学校的计算机科学学士学位 (BS in Computer Science from a top school)

“But wait,” you say, “even if highest degree earned doesn’t matter, not all BS degrees are created equal! And having a BS in Computer Science, from a top school must be important because it’s in every freaking job ad I’ve ever seen!”

“但是等等，”您说，“即使获得的最高学位无关紧要，并非所有的BS学位都是一样的！ 而且，拥有一所顶级学校的计算机科学学士学位非常重要，因为这是我见过的每一个令人毛骨悚然的广告！”

And to you I say, “cry me a river, buddy.” Then I feel a bit uncomfortable using such strong language, in light of the fact that n ~= 300.

我对你说 “叫我一条河，伙计。” 鉴于n〜= 300，使用这种强大的语言让我感到不舒服。

However, roughly half of the candidates (122, to be exact) in the data set were sporting some fancy pieces of paper. And yet, our hire rate was not too different among people who had said fancy pieces of paper and those that didn’t. In fact, in 2012, half of the offers we made at TrialPay were to people without a BS in CS from a top school.

然而， 数据集中大约有一半的候选人(准确地说是122位)穿着一些花哨的纸。 但是，在那些说花哨的纸和没有说花哨的纸的人之间，我们的雇用率并没有太大差异。 实际上，在2012年， 我们在TrialPay上提供的报价中有一半是针对一所顶级学校没有CS学士学位的人。

This doesn’t mean that every dropout or student from a 3rd rate school is an unsung genius — there were plenty that I cut before interviewing because they hadn’t done anything to offset their lack of pedigree. However, I do hope that this finding gives you a bit of pause before taking the importance of a degree in CS from a top school at face value.

这并不意味着每个三流学校的辍学生或学生都不是天才，而是我在面试之前削减了很多，因为他们没有采取任何措施来弥补他们的血统不足。 但是，我确实希望这一发现能使您稍稍停顿一下，然后再从面子上考虑从顶级学校获得CS学位的重要性。

In a nutshell, when you see someone who doesn’t have a pedigree, but looks really smart (has no errors/typos, clearly explains what they worked on, shows passion, and so forth), do yourself a favor and interview them.

简而言之，当您看到一个没有血统书但看上去很聪明的人(没有错误/打字错误，清楚地解释了他们的工作，表现出热情等等)时，请帮自己一个忙，并采访他们。

个人项目 (Personal projects)

Of late, it’s become accepted that one should have some kind of side projects in addition to whatever it is you’re doing at work, and this advice becomes especially important for people who don’t have a nice pedigree on paper.

最近，人们已经接受了除了您在工作中要做的以外还应该有某种辅助项目的建议，而对于那些没有良好血统书信的人来说，这一建议尤其重要。

Sounds reasonable, right? Here’s what ends up happening. To game the system, applicants start linking to virtually empty GitHub accounts that are full of forked repos where they, at best, fixed some silly whitespace issue. In other words, it’s like 10,000 forks when all you need is a glimmer of original thought.

听起来合理吧？ 这就是最终发生的事情。 为了使用该系统，申请人开始链接到几乎空的GitHub帐户，该帐户中充满了分叉的存储库，充其量只能解决一些愚蠢的空白问题。 换句话说，当您只需要一丝原始思想时，就好像有10,000个叉子。

Yay forks.

耶叉。

Outside of that, there’s the fact that not all side projects are created equal. I can find some silly tutorial for some flashy UI thing, copy the code from it verbatim, swap in something that makes it a bit personal, and then call that a side project on my resume. Or I can create a new, actually useful JavaScript framework. Or I can spend a year bootstrapping a startup in my off hours and get it up to tens of thousands of users. Or I can arbitrarily call myself CTO of something I spaghetti-coded in a weekend with a friend.

除此之外，存在一个事实，即并非所有副项目都是平等创建的。 我可以找到一些浮华的UI知识的愚蠢教程，从中逐字复制代码，交换一些使它有点个性化的东西，然后在履历表上称其为辅助项目。 或者，我可以创建一个新的，实际上有用JavaScript框架。 或者，我可以花上一年的时间在下班时间引导一家初创公司，并将其扩展到成千上万的用户。 或者，我可以随便给自己打电话给我自己的CTO，他们是我在周末与朋友一起用意大利面编码的东西。

Telling the difference between these kinds of projects is somewhat time-consuming for someone with a technical background and almost impossible for someone who’s never coded before. Therefore, while awesome side projects are a HUGE indicator of competence, if the people reading resumes can’t tell the difference between awesome and underwhelming (either because of lack of domain-specific knowledge or because of time considerations), the signal gets lost in the noise.

对于具有技术背景的人来说，分辨这些项目之间的差异有些费时，而对于从未进行过编码的人来说几乎是不可能的。 因此， 尽管出色的副项目是胜任力的巨大指标，但如果阅读简历的人无法分辨出色和不堪入目的区别 (由于缺乏特定领域的知识或出于时间考虑)， 信号就会丢失噪音。

结论 (Conclusion)

When I started this project, it was my hope that I’d be able to debunk some myths about hiring or at least start a conversation that would make people think twice before taking folk wisdom as gospel. I also hoped that I’d be able to help non-technical HR people get better at filtering resumes so that fewer smart people would fall through the cracks.

当我开始这个项目时，我希望我能够揭穿一些关于招聘的神话，或者至少开始一段对话，使人们在把民间智慧当作福音之前会三思而后行。 我还希望我能够帮助非技术性HR人员在过滤简历方面变得更好，从而使更少的聪明人能够从中脱颖而出。

Some of my findings were quite encouraging in this regard because things like typos/grammatical errors, clarity of explanation, and whether someone worked at an elite company are all attributes that a non-technical person can parse. I was also especially encouraged by undergraduate pedigree not necessarily being a signal of success.

在这方面，我的一些发现非常令人鼓舞，因为诸如错别字/语法错误，解释清楚以及是否在精英公司工作的人等都是非技术人员可以解析的属性。 本科系谱系也不一定使我获得成功，这也使我特别受鼓舞。

At the end of the day, spotting top talent is extremely hard, and much more work is needed. I’m optimistic, however. As more data becomes available and more companies embrace the spirit of transparency, proxies for aptitude that don’t stand up under scrutiny will be eliminated, better criteria will take their place, and smart, driven people will have more opportunities to do awesome things with their careers than ever before.

归根结底，发现顶级人才非常困难，还需要做更多的工作。 不过，我很乐观。 随着越来越多的数据可用，越来越多的公司采用透明的精神，那些不会受到严格审查的能力倾向代理将被淘汰，更好的标准将被取代，聪明，有进取心的人们将有更多的机会去做很棒的事情。他们的职业比以往任何时候都好。

I’m CEO and co-founder of interviewing.io, a platform where engineers can practice technical interviewing anonymously and find jobs based on interview performance rather than resumes, which I increasingly believe are the worst way to gauge engineering aptitude.

我是CEO和联合创始人interviewing.io ，一个平台，让工程师们可以匿名练技术面试和找根据面试成绩，而不是简历，我越来越相信工作是为了衡量工程资质最糟糕的方式。

Want to find a great job without ever touching your resume? Join interviewing.io.

想要找到一份出色的工作而不接触您的简历吗？ 加入采访 。

翻译自: https://www.freecodecamp.org/news/lessons-from-a-years-worth-of-hiring-data-dacf4e7668d4/

用一年的数据预测下一年数据