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>Amazes me how little data-driven recruiting is. I'm a founder of a rectech startup. I see four big problems in most companies: 1. Turtle speed. The hiring pr
by indymike 6y ago
>Amazes me how little data-driven recruiting is.
I'm a founder of a rectech startup. I see four big problems in most companies:
1. Turtle speed. The hiring process takes 45 days, and most of the best candidates get hired by someone else, usually before the hiring manager gets around to interviewing the candidates.
2. Arbitrary process. Candidates get a completely different set of questions, completely different interviewers and completely different resume screenings as different recruiters and hiring managers do things completely differently.
3. Overscreening. Screened by the job board (knockout questions). Screened by the AI in the ATS. Screened by the recruiter. Screened by the hiring manager. Then a phone screen. Then a first interview (which is really another screening). Only then can we try to hire the half-of-a-candidate that made it through the process. Most of this screening isn't cultural, it's people trying to read between the lines on a resume to figure out why Lucy left a job six years ago after being there for four months.
4. Assessments applied after steps 1-3 to confirm executive bias instead of early in the process where the data from assessments could actually be used, you know, as data to compare and fit candidates.
- johnsmith4739 6y agoInsanity, right? Let me add another one - have you seen how they advertise job openings? With the "technical specifications." It's like they actively try to do a bad job. We only worked with founders that are involved in the recruiting process. 2, maybe 3 "dates" and you should be able to decide with clarity.
- indymike 6y agoYeah. Job ads are problematic because they are mostly mix of trying to get bad candidates to self-select out, old-fashioned keyword packing search spam and utter BS compliance disclaimers. It leads to eight pages of garbage, and ironically piles of bad candidates to screen out. Since most recruiters spend 80% of their time screening, it's like a self-fulfilling prophecy. We get so much more pop out of job ad spend when we limit the job ad to about 150 words and just say what the job is, and what really matters to you. "Software developer with proven track record of building web and mobile apps with React. You must have at least two years of professional development experience and be able to pass a Javascript coding test." Describe pay and benefits (about a 20% boost in applications for including pay). Done.
- ghaff 6y ago3. is, I think, one reason personal contacts tend to work well. A top candidate for a position that may not even be actually listed yet can easily end up screened out by someone or something just flipping through a pile of resumes because they are missing some keyword.