So you would also say that it is best to leave all hiring to a computer, as I suggested in another comment (to summarize all comments I received)? After all, human perceptions seems to be too flawed?
A computer can administer a psychological test, and it can administer a programming test. Problem solved?
Other than that, again: you can only act based on the things you know. So the conclusion is nobody is qualified to hire (since the article talks to everybody)? Of course it is possible that there are some clueless people in the business of hiring. But people can only do what they can do. I don't see any practical advice in that article.
"I only know how to do ad-hoc personality tests, so ad-hoc personality tests must be how I can hire."
The very practical advise is to deliver a work-sample test. Tell the person exactly what you are looking for up-front("we want this code to run as fast as possible" versus "we want this code to be very readable") and then measure on what you said you looking for.
If you do a lot of code maintenance, pull up a piece of your code with a bug and have the candidate hind it. If you do a lot of OOP, describe a recent problem and have him design the class.
A computer can administer a psychological test, and it can administer a programming test. Problem solved?
Other than that, again: you can only act based on the things you know. So the conclusion is nobody is qualified to hire (since the article talks to everybody)? Of course it is possible that there are some clueless people in the business of hiring. But people can only do what they can do. I don't see any practical advice in that article.