Well now hold on a minute. First, out of necessity, they adopt a recruitment model that disregards academic credentials, and then they find no correlation between academic credentials and performance. How about the possibility that they never saw the really talented people because they all got snapped up by companies that high based on academic reputation?<p>I don't have any evidence that this is the case, but the fact that he's restricted himself to a talent pool that excludes the top 20% academically makes his results not generally applicable.<p>We've heard this same story from Google, where they say that among those that they hire, those who don't meet their standard academic cutoffs turn out to be their best employees. What's missing from that statement is accounting for whatever got them hired even though they don't meet the criteria.
How do salaries at Zoho compare to the average in the local market?<p>Part of me is happy that they give disadvantaged students a fair chance. Another part is suspicious that salaries are low on average because employees are informed that they are lucky to have a job at all.<p>Does anyone know?
Very interesting. Check out the video in this link where he further expounds on what was written in the blog.<p><a href="http://radar.oreilly.com/2010/06/alternatives-to-college.html" rel="nofollow">http://radar.oreilly.com/2010/06/alternatives-to-college.htm...</a><p>Also the comments in the link above give a good perspective on the positives and negatives of such an approach.