2 ms·

You're absolutely correct. "scare off" may have been projecting my own biases onto the company based on passed experience. However, overwhelmingly I've found m

You're absolutely correct. "scare off" may have been projecting my own biases onto the company based on passed experience. However, overwhelmingly I've found managers are terrified of hiring under-qualified candidates, and often do not make a concerted effort to rope in exceptional people who will obviously shine bright enough to be recognized.

tptacek 15y ago
Which is totally understandable if the biggest component of your recruiting pipeline is leads from job boards. The average quality of a job board candidate is so _low_ that there's a reasonable concern about defining expectations downwards, so that anyone who can talk coherently about programming and solve FizzBuzz might look artificially qualified. The solution to this is, again, have an outreach process that gets you Glengarry Leads, at a much lower volume. Where do your best candidates congregate? What are they most interested in? What do they like to talk about? What do they have opinions about? Think about those questions and then, for God's sake, don't just pick a job board based on them.