Byron Auguste: belief

Transcript context

…Sure, but the average interview may not be that useful, right? Yes, right. It might not be, but actually, I’m not sure it’s the HR person who’s got the more mediocre interviews. On the one hand, I think hiring managers tend to know better what they need, but they may not be as thoughtful about the interview. But setting that aside, I think interviews can be really valuable. I wouldn’t hire a senior executive, for example, without an interview. For me, at that level, what I’m looking for a little bit is anomalies. I would put more weight on their track record, but in the interview, I’d want to understand — we call it production function — how did they get that track record? Is that something that is more at the expense of the others around them? Or is it something that actually has built up the success of the team too? If an interview doesn’t jive with the track record, I want to dig deeper. I think interviews may be overrated for jobs where there are . . . or a whole series of interviews might be overrated for jobs where there’s a huge number of positions to be filled, and the role is relatively standardized and understood. I think we should have a lot more where people can demonstrate that they’re ready for a job. Even if they don’t get that particular job, they get pulled into another similar job without another whole round of interviews. Very last question. What was it like having Charles Goodhart as your adviser for your PhD?…

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