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I find that "how can he improve?" is probably a much better question than "Why don't you want him"? Ask the first - and you'll get real actionable items to impr
by dkopi 11y ago
I find that "how can he improve?" is probably a much better question than "Why don't you want him"?
Ask the first - and you'll get real actionable items to improve on.
Ask the second - and you'll get the recruiters equivalent of "you're cute, but I already have an imaginary boyfriend".
While a company might pride itself in hiring generalists and "we do a bit of everything", very often they're just looking for someone to fill a specific position for a very specific need.
Those needs might change in 3 months, (and then they'll be glad you're a generalist), but they're hiring someone to fill the gap NOW.
This is especially true for startups, who have limited funding, believe in "move fast" mantras, are afraid of hiring someone that might need to be fired, and are afraid to take time for ramp up.
- wolfgke 11y ago> While a company might pride itself in hiring generalists and "we do a bit of everything", very often they're just looking for someone to fill a specific position for a very specific need. Those needs might change in 3 months, (and then they'll be glad you're a generalist), but they're hiring someone to fill the gap NOW. So in other words: The startups present plain lies in their job requirements and complain that the people that submit an application don't fit what they really want. IMHO the easiest solution would simply to be honest...
- dkopi 11y agoAs far as they're concerned, these aren't lies. They just have a lot of different requirements, often conflicting