良好的招聘流程应该是结构化、一致且能预测工作中的成功 — 同时尊重候选人的时间。结构化可以减少偏见，并使决策更具防御性。
从角色反向设计流程
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1. Define the role: what must this person DO in the first year?
2. Map to signals: which skills/behaviors predict that?
3. Design rounds, each testing a DIFFERENT signal (no redundant rounds)
• Coding / craft • System or domain design
• Behavioral / values • Collaboration
4. Use a consistent rubric + scorecard per round
5. Structured debrief: each interviewer commits BEFORE hearing others
进行良好的面试
- 向各候选人提出相同的核心问题以便进行比较。
- 深入探究，而不是琐碎知识：