I watched the video, and he makes some fair points... but like, I don't think he's proven what he aims to prove.
He said the interview scores weren't predictive of performance at Google, but his data is highly biased: they didn't hire people with cumulative low scores. So I could easily imagine a world where, let's say, some of the people with good scores were successful and some weren't, but ALL of the people with bad scores were not successful. We just don't see those whether the bad scores performed well because they weren't hired.
I'll note that my process doesn't give numeric scores, I give only written feedback with a hire / pass decision, which is discussed by a committee.
Re: not being able to pass our own hiring process - I've felt the same at my company, but isn't that a good thing? That means I'm doing my part to hire people even better than me, which is good for my team and the company. I'm raising the bar. A Players hire A Players.
He said the interview scores weren't predictive of performance at Google, but his data is highly biased: they didn't hire people with cumulative low scores. So I could easily imagine a world where, let's say, some of the people with good scores were successful and some weren't, but ALL of the people with bad scores were not successful. We just don't see those whether the bad scores performed well because they weren't hired.
I'll note that my process doesn't give numeric scores, I give only written feedback with a hire / pass decision, which is discussed by a committee.
Re: not being able to pass our own hiring process - I've felt the same at my company, but isn't that a good thing? That means I'm doing my part to hire people even better than me, which is good for my team and the company. I'm raising the bar. A Players hire A Players.