Would you take into account the rating of a user on Toaster if you were hiring him to work in your company?

Question

Ratings

There is an idea - to display the ratings of Toaster users on the My Circle service. The preliminary version looks like this:
According to Toster.ru users:
- Included in the top 2% of PHP experts
- Included in the top 3% of Perl experts
- Included in the top 5% of JavaScript experts Do
you think how useful such data will be for the employer, how much it will increase speed mutual understanding between him and the candidate for the vacancy?

Answer 1

Well, for example, admire this pepper - https://toster.ru/user/BonBonSlick
36 answers and 100% solutions xD
How? Yes, he answers his own questions.

Answer 2

In general, it can be taken into account, but not by such a metric. You can answer 200 noob questions about Wordpress and get into the rankings. Or five, but about complex migration, highload or rare databases like Tarantool

Answer 3

difficult question)) I don’t think that it’s possible to answer directly) and derive some specific criterion. Although you can think. My IMHO:
1) It is necessary to introduce a scoring system, where (let's say) knowledge of the tag: joomla / drupal / wordpress , etc. conditionally equal to 1, and knowledge of " assembler ", " C " and others in the region of 2.5 (I take numbers from the ceiling for an example)
2) take into account the number of answers / questions that the user asked / answered for the "filter". Those. as indicated above - so that the respected https://toster.ru/user/BonBonSlick does not get into the targeted list. (i.e. so that there are more answers than questions)
3) and come up with a simple formula, where, for example, (contribution * answers * interest / questions) * coefficient_tag. (ps contribution, questions, percentages and answers - by tag, not all)
- and in this case, individual characteristics are taken into account more than those who "spam" and stuff the number of (conditionally) answers and fall into " tops"
well, something like this...
upd. you can take "answers" only those that are either marked as a solution or/and marked as "like"
upd2. forgot)
any activity (which can be viewed) on the Internet only +
i.e. sooo roughly speaking - it will be a kind of "portfolio"

Answer 4

making some kind of toaster connection with "my circle" is a good idea. this is a good option to evaluate a candidate when nothing is known about him at all. but it is in this version, as you described - not everyone will like the idea.

Answer 5

This is all good, but it would be better if a temporary blocking function was introduced.
And then it's hard to clean spammers, not being able to stop him.
The rating itself will be of interest only to those who understand something about it.
Those. normal HR doesn't need it.

Answer 6

Yes, of course, it will be easy to take into account, if the user answers perfectly, then consider this interview passed just by reading his answers.

Answer 7

No. The toaster is a portal to the soul. For example, I have no desire to answer technical questions. I usually answer with logic. But that doesn't mean I'm bad at other areas. Do you really think that I will be interested in an employee who answers Google questions before that?)

Answer 8

In large offices, looking at the status of candidates on social networks is the lot of personnel officers. But HR doesn't know (has a vague idea?) what a toaster is. On the other hand, if I have 20 resumes put on the table a day (from my circle of them 2), do you think I will watch his activity in the toaster for each?

Answer 9

In order for the employer to be interested in something from the information that you want to provide, you need to think as if you are looking for an employee.
Example:
You are an employer and you are looking for someone who can code in PHP.
What will these percentages give you (from the question, and even with a sampling error: "the best experts in [SPHERE]")? - NOTHING!
1. If the questions have a "complexity" parameter: from 1 to 5 - this can already say something.
2. Also, you need to pay attention to the gap of more than 2 times, relative to the next interval (in descending order of the number of likes) from all the correct selected answers.
3. Links to projects, blogs and other works in the user card (openness).
4. Constructive answers to the questions of the one who asked the question (others - do not take into account!).
Here is the total score for all this - already interesting information for the employer.
UPD: I asked the question again to understand the answer:
What indicators can you look at here in profiles to find the right people?

Answer 10

This is not a very informative rating for the employer. Take, for example, the item:
According to users of Toster.ru:
- Included in the top 5% of JavaScript experts
For example, Ilya Kantor has a rating for JS on Toaster: contribution - 6
https://toster.ru/user/iliakan
Very far up to those 5%. But this does not mean that he knows little JS or that Toaster users underestimate him :)
He and his website https://learn.javascript.ru/ are appreciated.
So the value of the contribution to a particular tag does not mean anything.

Answer 11

I would. But not a rating, but the questions and answers themselves, unfortunately.
The rating now has one huge flaw - it can be cheated.
And I'm not talking about the answers to myself, it's okay, besides, it is not taken into account.
I'm talking about the user deleting their bad responses and raising their rating to 100% , just like that. No solution - deleted the answer, even if it's a good one. As a result, he has 100% solutions. In fact, this is cheating, well, or a bug, as you prefer.
I suggested (genius idea) to make sure that deleting an answer does not affect the rating. Well, he wants to delete his answer - for God's sake, but in terms of rating, it seems that there is an answer, only all likes and marks about the solution are removed from him (if any). This proposal was added to the archive of brilliant ideas and safely forgotten. So if you have access to the backlog, please increase the priority.