Evaluating Competency Metrics

Can you elaborate? By what metric are you judging competency and benefit?

There are absolutely ways to measure the performance of an individual. That leetcode style questions are not a great indicator of ability to do the job well does not mean you cannot predict job performance at all.

That sounds very interesting. Could you elaborate ? How did you figure out their aptitude if their track records weren't so different from the rest ?

Curious how you’d evaluate competency or trustworthiness.

Being competent is not table stakes, how can they tell who is competent?

I'm impressed by the closeness to reality, but curious how they could assess performance consistently?

I sometimes use an old gimmick to help me get started evaluating talent in areas where I do not have expertise.I establish a baseline getting a candidate's own judgement on an established control. Then I use what I've learned from that to make my own judgements about other things.For example, I may ask you to discuss the pros and cons of tables vs. css, or hash tables vs. 3rd normal form. Then, once I understand a little bit about how you think and judge, I approach subjects outside my d

I really don't think my point was that complicated. The OP latched on to a minor word choice in order to make a judgment about the poster's competence. If we picked an equally arbitrary measure, like github excellence, the OP would not fair so well either. However, it is quite obvious that both metrics are fairly poor. Instead of making snap judgments of people, maybe we could just give them the benefit of the doubt?

I imagine it's hard to objectively measure this. You also have to trust the interviewee.

Have you considered that you might not be able to gauge peoples competence and knowledge accurately? Statistically, if you are observing so manly outliers that is likely to be the case. Hope this helps!