Besides promotions, how can other firms evaluate your performance in a job if you’re looking to change? Seems like they can only evaluate on interview/case ability which doesn’t correlate much to actual project performence

likehelpful
Posting as :
works at
You are currently posting as works at

“I was consistently rated a top performer”

- Me

likefunny

Correct.

I went from a lower performer at one big4 to a high performer with an early promo at another

Sometimes it’s just luck of who you work with and how much you align / like each other.

It’s not like they can ask to see your scatterplots or anything to prove how good you are

like

That’s why references and referrals become so incredibly valuable later on in your career

like

Ahh thats a great point

I would disagree that interviews have little correlation to actual performance. As someone who has hired ~50 people to work for me in the past 16 months, you can frequently identify high performers from an interview if you are asking good questions and paying attention to their answers. Most of the time though, interviewers are poorly trained and look for the wrong things.

I personally believe soft skills are a much better indicator of success than hard (technical) skills. There can be exceptions for specific roles, but I would often rather have someone with minimal years of experience that appears to be a go getter rather than someone with 25 years of experience who is set in their ways.

To try and identify those differences I ask a lot of “tell me about a time when” questions and will ask on specific topics like projects that had to overcome obstacles, working with difficult people, prioritizing lots of tasks, etc. When candidates respond I take lots of notes and then assess the comprehensiveness of their answer. How in depth was it? How well formed was the story? Did the story make sense and have a logical beginning, middle, and end? What qualities did they exhibit through the story that maybe I wasn’t even asking about? What can I glean about the technical skills they would have to apply to make the story work?

This process will weed out anyone who can’t communicate and explain things they have done. Using this process, I believe you can usually avoid the bad candidates and it tends to get you good to great candidates overall. Of the 50 people I have hired we have had less than 5 turn out to be performance problems using this approach.

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Hi fishes,

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helpful

Hi folks,

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likeuplifting

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