I know it from my own experience and that of many others who have been through the gauntlet. Take it for what it's worth, I'm not selling you anything. I don't look impressive on the whiteboard, but I do have a rather impressive track record. Something doesn't line up. :-)
FWIW, as far as I recall there was another experiment at Google where they tried to establish correlation between interview performance and job performance, and as far as I recall, there was no meaningful correlation. This, of course, is not fully representative, because it does not include poor whiteboard performers.
This is not data.
These were their conclusions: 1. The ability to hire well is random. This is referring to individuals, not the system as a whole. 2. Forget brain-teasers. Focus on behavioral questions in interviews, rather than hypotheticals 3. Consistency matters for leaders 4. Grades don’t predict anything about who is going to be a successful employee. School grades, that is.
So, stop making stuff up from behind your throwaway account.
Google is collecting and analysing data to improve its hiring process... not to improve the hiring process of the industry at large.
There is an effectively limitless supply of great engineers who will jump through hoops to work for Google.
That's just not true for the vast majority of the industry.
This gets tossed around as a truism. I'm curious, does anyone have any evidence for it? Call me a skeptic, but these kinds of "everyone knows" truths are often wrong.
Google and other such companies have a vested interest in getting hiring right. They also have the wherewithal to conduct studies, collect data, and let the evidence guide their hiring practices. Google in particular has shown a willingness to completely overhaul their practices by eliminating ineffective practices (remember their reputation for "thought puzzle" type questions?).
So I'm curious if you have anything to back up the idea that they're doing it all wrong.