4 ms·
Back in the nineties, I worked for a big company where lots of people wanted to work. We had what I called "resume reading parties". A half-dozen of us, manager
by hondo77 4y ago
Back in the nineties, I worked for a big company where lots of people wanted to work. We had what I called "resume reading parties". A half-dozen of us, managers and ICs, would sit around a pile of resumes in the middle and start reading. When we finished each one we would check either "Y" or "N" and pass the resume to our left...except two noes and the resume was put in the reject pile. Sometimes they fed us. From there would be phone screening then on-site interviews. HR didn't like being cut out of the loop but we knew we were better at screening than they were.
A benefit of this process is that your resume-writing skills improve a lot. Read a hundred or so resumes and you'll learn what catches your eye and what gets ignored.
Alas, nobody else does this. I used to mention this process at places I worked but people thought I was nuts. It worked, though. We rarely had a hire that didn't work out.
- darcwader 4y agocan you post some examples of these. would love to hear what makes a resume stand out and is actually leading to a good hire.
- deleted 4y ago[deleted]
- warcher 4y agoThe HR recruiter involvement in the hiring process is madness to me. I get that managing somebody through the pipeline is work, and probably a dev isn’t the right person for that job. But having HR out there rejecting resumes is insanity.
- deleted 4y ago[deleted]
- paxys 4y ago> Alas, nobody else does this. I'm confused by this statement. Every company I have worked at for the last 15 years has had hiring managers and usually some senior engineers on the team screen resumes. How else do you even decide who to move to the phone or in-person interview stage?
- sgtnoodle 4y agoI've probably triaged 1000 resumes over the years, across three different companies.