4 ms·

You make a good point. My goal is to have interviewes evaluate how they felt about the interviewer so others in the future could use that feedback to make a dec

by applygo 11y ago

You make a good point. My goal is to have interviewes evaluate how they felt about the interviewer so others in the future could use that feedback to make a decision. HR will never know who provided what rating, it'll all be in the aggregate. What will be visible is individual ratings on people. In fact I think HR can then use it to train their people better and improve the whole experience, which will be good for the world. Think of it as the Uber rating - the driver won't ever know you rated her a 4 star but she gets the aggregate of all passenger ratings. This way if she is getting close to 4.6/5 (threshold) she can do something about it, which changes her passengers' experience. That's what this could do for job interviews - get people to behave better during interviews at least, because job seekers can now find out how others feel about the specific individuals they're meeting during the interview process.

GFK_of_xmaspast 11y ago
I don't think I interview enough people (3-4 a month) to have individual ratings lost in the mix.
- applygo 11y ago
  Makes sense. Individually, the app won't be used often, but in aggregate I would think so. There are currently, 5.6m open jobs in the US. Assuming 3 interviews (1 phone, 2 onsite), there could be around ~17m interviews in one year. No one is capturing how those conversations are going, which directly determine if someone get's a job v. not.
  - applygo 11y ago
    Based on feedback here and on other forums, I've done a slight pivot on the concept. Let me ask you this - companies ask for references from potential candidates all the time. So why can't candidates run a reference check on future bosses and co-workers? It would run off the same rating model but would expand to include not just an interview rating, but a general rating about that particular individual (future boss, co-worker, candidate etc). Thoughts?

by applygo 11y ago

GFK_of_xmaspast 11y ago

I don't think I interview enough people (3-4 a month) to have individual ratings lost in the mix.

applygo 11y ago
Makes sense. Individually, the app won't be used often, but in aggregate I would think so. There are currently, 5.6m open jobs in the US. Assuming 3 interviews (1 phone, 2 onsite), there could be around ~17m interviews in one year. No one is capturing how those conversations are going, which directly determine if someone get's a job v. not.
- applygo 11y ago
  Based on feedback here and on other forums, I've done a slight pivot on the concept. Let me ask you this - companies ask for references from potential candidates all the time. So why can't candidates run a reference check on future bosses and co-workers? It would run off the same rating model but would expand to include not just an interview rating, but a general rating about that particular individual (future boss, co-worker, candidate etc). Thoughts?