Although most people would agree with this sentiment, there are few ways from teams or companies to realize it.

The challenge is connecting hiring mistakes to the lack of interview training, no matter it’s hiring someone who shouldn’t have been hired or letting a good candidate slipped by, in the minds of engineering leaders or whoever has the authority to implement such training.

Most companies don’t have formal process or methods to learn from their hiring mistakes. Therefore, there is little institutional knowledge being accumulated or shared.

This type of organization development and training usually lands in the realm of HR. However, most people in HR don’t understand software development enough to spot the problem or identify an effective solution.

It would take 1). intentional efforts from engineering leadership, 2). thorough and honest analysis of hiring mistakes, and 3). demonstrable hiring improvements post training to help the industry to address this problem fully.