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Huh? Do you also think that the bank "doesn't value your time as highly as their employees'" if they let you use banking services over a phone app? How about on
by tomp 8y ago
Huh? Do you also think that the bank "doesn't value your time as highly as their employees'" if they let you use banking services over a phone app? How about online courses, are teachers to be blamed for "not valuing students' time as much as their own"?
Personally, I find this attitude against automation (where possible, reasonable and useful) to be almost Luddite-like.
In addition, if you can automate the process, you might even be able to extend your candidate pool (i.e. interview a lot more people, and not rely on weakly-correlated-but-almost-arbitrary signals such as premium university name on the candidates' CVs, but instead select the actually good people).
- pmiller2 8y agoYour bank app example is a convenience for the customer. The video interview is just dehumanizing.
- throwawayaway12 8y agoI think it is more that candidates (especially well qualified ones) view the interview process as a two way street. The company is probing you for competence/fit for the position and the candidate is probing the company for things like culture fit.
- tomp 8y agoFair enough, but in general the candidate has a lot more information about the company (e.g. through the website, news, etc.) than the company about the candidate. But, yeah, it definitely depends on the supply/demand ratio; a company that's getting more applications than they need should take steps to optimize/automate the process. At least the initial steps - later rounds should definitely involve humans, in-person interviews, culture fit etc.