只对刚毕业的人稍微有点指针作用。一般而言，考试成绩与事业成功没有因果关系。 LinkedIn Today 昨天推荐的一片值得一看 作者: 立委 日期: 06/21/2013 10:25:17 Google 人事部门承认，千里马常有，而伯乐难寻 Quote The ability to hire well is random. “Years ago, we did a study to determine whether anyone at Google is particularly good at hiring,” Bock said. “We looked at tens of thousands of interviews, and everyone who had done the interviews and what they scored the candidate, and how that person ultimately performed in their job. We found zero relationship. It’s a complete random mess, except for one guy who was highly predictive because he only interviewed people for a very specialized area, where he happened to be the world’s leading expert.” New Insights From Google On Recruiting and Hiring http://www.linkedin.com/today/post/article/20130620142512-35894743-on-gpas-and-brain-teasers-new-insights-from-google-on-recruiting-and-hiring?trk=cha-hero-art-title Another fnding is GPA and testing are not useful either in hiring： Quote GPAs don’t predict anything about who is going to be a successful employee. “One of the things we’ve seen from all our data crunching is that G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless — no correlation at all except for brand-new college grads, where there’s a slight correlation,” Bock said. “Google famously used to ask everyone for a transcript and G.P.A.’s and test scores, but we don’t anymore, unless you’re just a few years out of school. We found that they don’t predict anything. What’s interesting is the proportion of people without any college education at Google has increased over time as well. So we have teams where you have 14 percent of the team made up of people who’ve never gone to college.” 大数据的一个用处就是对人的“跟踪”了。古狗这样做，也属于预料之中了。 作者: mirror (*) 日期: 06/21/2013 03:55:09 千里马与伯乐是一对。好还是不好，往往是在于匹配的问题上。如果溯源到头，恐怕要推到为何要两性繁殖、两性交配的思考上去呢。 为 什么要两性交配？克隆不好么？克隆不好。因为生命就是从无到有变来的，从某种意义上说是不稳定的。基因的突变是经常发生的。据说黑猩猩与人就差着一对染色体。黑猩猩是24对，而人是23对。黑猩猩的第12、13合在一起，便是人的第二染色体。由于某个偶然的机会，黑猩猩的第12、13合在一起了，由此诞生了人类的祖先。 如果没有机会修正，基因上的错误就会越积越多，到做后出畸形。有性繁殖是为了修正这样的错误。奥妙就在于减数分裂。两个独立的n链的相同位置同时错的几率比较小。雌雄各出一半，合在一起变成2n的时候，就自动修订好了。从这个原理上看男女结婚，可以说是为了彼此“少犯错误”。通过有性繁殖，可以达到 既能保持相对稳定，又能有机会纠正错误 的和谐状态。因此研究个体的长寿基本上是没有意义的事情，尤其是靠药物维持的长寿更是如此。 立委所说的 很窄很深的专业 不知到是什么，大概是数学一类的专业吧。在这个专业里，就如同选美女一样，谁美谁不美，基本上可以看得出来。但是这个职业毕竟养不了许多人。到了生物领域，因为都是说不清楚的事情，人的档次也就拉不开了，聪明笨就不那么容易分得清了。因此，一个人有没有才只是问题的一半儿。问题的另一半儿是要这个人去做什么。所谓匹配的道理就在于此。人要上大学，目的就是为了培养一批人，有能力对付预料不到的事态。对于已经知道的具体工作，有技校级别训练也就可以了。 一个人如何能知道自己干什么合适呢？这也是个难题。只能是干着看看，趁着还年轻的时候。这时期接触的人很重要，包括同龄人和大人。所谓伯乐，并不是非要有慧眼的人，能做到知人善用就是了。知人善用也不难， 办不到的事情 不求就是了。但是这样做大家都会不满意。所以就都吆喝着“创新”， 把希望寄托在未知上 。殊不知，这就是男人耍钱的心态呢！
今天看到 Google 人事部门的一个研究，发现能识千里马的伯乐几乎没有。 作为人才驱动成长的超级技术公司，Google 招员时最重视发现人才。最近他们做了这么一项研究，他们把当年招员经理对候选人的评价找出来，然后对应那些招聘成功的雇员今日的贡献和成功， 想看看评价高的与后来的成功程度是否成正比。结果发现，评价高低与后来的表现好坏几乎没有任何有统计意义的关联，说明后来成为千里马的明星雇员，当年并没有伯乐赏识。据说只找到一个例外，就是有一位高级经理似乎真是慧眼伯乐，他手上招聘进来的人后来个个出类拔萃。原来这位老兄专业很窄很深，是世界著名的该领域专家。他招进来的员工也都是这个专业的人。 给个链子吧 LinkedIn Today 昨天推荐的一片 日期: 06/21/2013 10:25:17 Quote The ability to hire well is random. “Years ago, we did a study to determine whether anyone at Google is particularly good at hiring,” Bock said. “We looked at tens of thousands of interviews, and everyone who had done the interviews and what they scored the candidate, and how that person ultimately performed in their job. We found zero relationship. It’s a complete random mess, except for one guy who was highly predictive because he only interviewed people for a very specialized area, where he happened to be the world’s leading expert.” New Insights From Google On Recruiting and Hiring http://www.linkedin.com/today/post/article/20130620142512-35894743-on-gpas-and-brain-teasers-new-insights-from-google-on-recruiting-and-hiring?trk=cha-hero-art-title Another fnding is GPA and testing are not useful either in hiring： Quote GPAs don’t predict anything about who is going to be a successful employee. “One of the things we’ve seen from all our data crunching is that G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless — no correlation at all except for brand-new college grads, where there’s a slight correlation,” Bock said. “Google famously used to ask everyone for a transcript and G.P.A.’s and test scores, but we don’t anymore, unless you’re just a few years out of school. We found that they don’t predict anything. What’s interesting is the proportion of people without any college education at Google has increased over time as well. So we have teams where you have 14 percent of the team made up of people who’ve never gone to college.”
标签: 人事部门
