we agree! @davidimurray @josh_io and the @confirmhr team working on solving this.

Couldn’t agree more. Especially since HR teams / recruiters mainly go buy an old school method of “getting to know” a candidate and write off good people for the wrong reasons. Not sure what can be updated though ?

So what do you suggest?

It's the traditional or peer-reinforced mindset that's to blame.

so what do you think it should be...?

Based on what, and what are some alternatives?

Why? I like vanilla ice cream because it’s better — why?

gpt-3 their convo after their lunch order gets messed up to assess whether or not they are a hire

Half the battle is getting people in your company to care about that hire. Are they genuinely interested in getting someone as good or better than they are? If not, it’s just a bunch of people reading questions and taking half-hearted notes.

I can only speak for hiring devs: Worst mistake I made was thinking I was smart and should give them some interactive discussion about an ER model. 1 year later: just let them code something. This weeds out many incapable and/or slow devs much more reliably.