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I use applicants HN score, and comments as hiring factors.



That seems like a terrible idea. Unless you're hiring for a user facing role, one's personal opinions should have very little bearing on their hireablility. It's a number that literally means nothing. Hell you can get down voted for having perfectly logical contrary opinions (e.g. any thread involving politics, diversity or Microsoft). This is something you do if you're just are looking for people who think exactly the way you do.

Personally I refuse to provide any company with material that can link back to my personal social sites. It's simply not worth it. I'm not going to sanitize my digital life for the purposes of getting hired. I don't even provide links to my github because people read too much into what is or isn't there trying to parse out some signal that doesn't actually exist.


My posting voice on HN is very different than my professional voice, and I don't want the two spheres connected at all.

(Similarly I don't want my reddit or tumblr accounts connected with my professional space, but I do want my github and linkedin accounts connected with my professional space, and I try to keep my facebook account generally respectable; these days it's mostly shares of 'Old Friends Senior Dog Sanctuary' pictures and if any employer doesn't like that they I don't want to work for them).


I'm not asking anyone to sanitize. I look for folks who can clearly argue their point.

It's the quality of the debate, not the value of the position


It's not though. If you're not arguing a pro-groupthink position you'll get down voted regardless of the quality of your commentary. See just about any politics related thread for an example of that.

Note that only applies to subjective topics. If you're commenting about a purely technical topic then the voting system does seem to work more effectively.


To be clear. If one candidate has an HN rank of 10 and another has a rank of 100 it doesn't automatically place them ahead. That would be stupid.

Nor does having downvotes cause any automatic placement adjustment.

I review their comments manually to tell me about the person. It's a qualitative evaluation, not purely quantitative.


You previously said:

> I use applicants HN score, and comments as hiring factors.

I get reviewing the comments manually, but what could you use the score for besides a group think filter? Might be great for a sales position ...


I'm curious how you go about this. I can't imagine handing out my screenname to an employer. What kind of criteria do you look for in comments?


The application process asks for links to profiles, one of which is HN (also github, Twitter, StackOverflow, others).

Criteria varies. Red flags (such as loads of flagged comments here), name calling, threats, "bad" things.

Once and applicant was dismissed from my process because their comments on social (not just HN) showed a severe distaste for "n00b JS". The position clearly identified use of these tools. The demonstrated attitude would be caustic to my team and my junior devs would suffer.

Since companies always have more applicants than jobs we can be choosy. I filter for social fit first.

I can teach you to code. I don't know how to teach you to be respectful.

Again, HN profile is one of 100s of factors we compare on applicants


What happens if an applicant doesn't supply them ? How do you deal with people who don't have accounts or don't use those services? Are you worried that you maybe missing out on candidates who don't participate in these communities? I totally understand wanting to find strong fits for a company culture, but non-work related social profiles seems like a minefield of a way to screen for how respectful a person will be in an office environment.


It's not an issue if not supplied. Many don't. We've had candidates with no HN or GitHub profiles make it through the process.

HN is a work-related profile for some jobs.

Hiring is already a minefield. HN or social profiles are just one way for either candidates or employers to blow themselves up.


I assume if their score is too high you conclude that they waste time on HN instead of working


It's more than that.

Example: claiming they are active in tech community and having low score.

Claiming they've been around a while and having young profile.

It's about matching claims to reality.

No applicant is obligated to share. The whole tell me details about yourself is the candidates choice.


What insight could you possibly hope to gain by this?

Social media has no relevance to work performance.


It's not a performance measure. It's a social-fit indicator.

There is more to the hiring process than just raw skill.

I mean, I don't even waste time with coding questions. It doesn't matter that you can code circles around someone else if you are a jerk.




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