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Fair. But one of the things you end up realising is you can't come up with the perfect process that will please all applicants. One thing I should have mention

Fair. But one of the things you end up realising is you can't come up with the perfect process that will please all applicants. One thing I should have mentioned as well is how I handle referrals, because it's quite different. I always skip the assessment or telescreen in favour of some sort of face to face: - Invite them in to the office, have coffee, find out more about them, let them meet some of the team, show them what we're working on, maybe have lunch, - Have a more low-key meeting in a cafe or pub. In both cases it's about getting to know them better and giving them the opportunity to figure out whether they're really interested in the role: i.e., not a traditional interview. If they are interested, then we go straight to a technical interview. The above is important because it's a key route for more senior hires. As a result, certainly at the beginning of the process, it's very much tailored to the candidate at an individual level.

briandear 9y ago
How about reading their resume and cover letter? Looking at a github link, checking out their LinkedIn. You know, actually do YOUR job rather than wasting every single applicants time. Maybe good engineers are self unselecting because your assembly line screening process turned them off. Look at the hiring process at Apple or Google for examples of how to do it well. Apply; respond to applications with a request for a phone screen or a rejection letter. Do the phone screen. Those that pass, do a technical interview via FaceTime, then those that pass that, send them to the final round. If you reject anyone during the process, notify them immediately. Be respectful to the candidates and you will end up with better hires. Don’t treat them like you are doing them a favor: you aren’t.
- meesterdude 9y ago
  > Apply; respond to applications with a request for a phone screen or a rejection letter. Do the phone screen. Those that pass, do a technical interview via FaceTime, then those that pass that, send them to the final round. If you reject anyone during the process, notify them immediately. nailed it. is that really so much to ask?
  - bartread 9y ago
    You may not have read what I wrote properly: that is exactly what I do at the moment. (We get vastly fewer applicants.) Thing is, that doesn't scale too well. And when you reach the point when it doesn't, you need to do something else - particularly when you have a day job to do on top of recruitment.
- bartread 9y ago
  > You know, actually do YOUR job rather than wasting every single applicants time. I'm not wasting anyone's time. Nobody has to do anything - you can just ignore the invitation and that's fine. I'm certainly not wasting anyone's time any more than they're wasting my time submitting a subpar application for a job they're not really that interested in. Maybe you were having a bad day but, in case not, let me say: nobody owes you a living. Like it or not, you need to earn it.

briandear 9y ago

How about reading their resume and cover letter? Looking at a github link, checking out their LinkedIn. You know, actually do YOUR job rather than wasting every single applicants time. Maybe good engineers are self unselecting because your assembly line screening process turned them off. Look at the hiring process at Apple or Google for examples of how to do it well. Apply; respond to applications with a request for a phone screen or a rejection letter. Do the phone screen. Those that pass, do a technical interview via FaceTime, then those that pass that, send them to the final round. If you reject anyone during the process, notify them immediately. Be respectful to the candidates and you will end up with better hires. Don’t treat them like you are doing them a favor: you aren’t.

meesterdude 9y ago
> Apply; respond to applications with a request for a phone screen or a rejection letter. Do the phone screen. Those that pass, do a technical interview via FaceTime, then those that pass that, send them to the final round. If you reject anyone during the process, notify them immediately. nailed it. is that really so much to ask?
- bartread 9y ago
  You may not have read what I wrote properly: that is exactly what I do at the moment. (We get vastly fewer applicants.) Thing is, that doesn't scale too well. And when you reach the point when it doesn't, you need to do something else - particularly when you have a day job to do on top of recruitment.
bartread 9y ago
> You know, actually do YOUR job rather than wasting every single applicants time. I'm not wasting anyone's time. Nobody has to do anything - you can just ignore the invitation and that's fine. I'm certainly not wasting anyone's time any more than they're wasting my time submitting a subpar application for a job they're not really that interested in. Maybe you were having a bad day but, in case not, let me say: nobody owes you a living. Like it or not, you need to earn it.