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I wonder if people describing hiring as "broken" have only experienced the process from one side. Hiring is a one of my favorite things to work on at my software engineering jobs, because it's a super-hard problem that is always available. It hasn't been "solved" and lots of people do it in ways that are obviously sub-optimal, but I don't think anyone knows how to do it optimally.

I think this is what TFA is getting at.

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Being on the other side of the process has only convinced me more of how broken it is. There are lots of baseline errors, biases, and insufficient attention given to the process that are quite obvious but a lot of people either fail to see them or refuse to see them because they don't want to admit that their hiring process is not better than rolling dice.

As a basic example, in a lot of places you get very little advance warning that you're going to interview someone.

Test problems or assignments are often not tested or even looked at by existing employees, so often you don't even know that your current team would do well on them.

Sometimes interviews happen without any intention at all to hire the candidate (wtf).

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