No Shortcuts, No Mercy: The Bloodsport Of Recruitment

One year ago I wrote an article called "Why The New Guy Can't Code," about how the industry-standard process for hiring software engineers is broken, shortsighted, and counterproductive. It remains my most-read TC post. Of course, I was far from the first to say so, and even farther from the last; every few weeks a similar rant bubbles onto the home page of Hacker News. And yet recruiting remains broken. When I wrote that post I imagined that in the subsequent year some sharp startup would come along and turn the game on its ear -- but no. A few have tried: Gitalytics, which tries to use Github data to identify good engineers; Gild, which acquired Coderloop last year and is still going strong; and especially StackOverflow Careers, which leverages the software world's most indispensable site to match employers and employees. But I think it's fair to say that all the contenders so far serve as adjuncts to the traditional recruiting process, rather than replacing it with something disruptively new. All of which adds up to today's very weird situation: there's a desperate talent shortage across the industry, but at the same time, employers are so terrified by the prospect of ever hiring a subpar engineer that the recruiting process has become increasingly gruelling and time-consuming, even though there's little evidence that the standard interview gauntlet identifies good engineers. Of late I'm getting more involved with recruiting myself. (My day job is at the software development shop HappyFunCorp; we're hiring.) And, pending the arrival of that hypothetical revolutionary recruiting startup, I have a modest proposal: stop worrying so much about hiring, and start putting your HR energies into firing.

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