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I agree that we should be asking more about design, but I need to see a live candidate exercising the skills. It’s too easy to give a glowing review of past dec
by erik_seaberg 4y ago
I agree that we should be asking more about design, but I need to see a live candidate exercising the skills. It’s too easy to give a glowing review of past decisions that were actually someone else’s.
- lisasays 4y agoPresumably it's meant for pre-interview screening - not as a replacement for what one would normally ask in the live interview.
- arpanpreneur 4y agoexactly @lisasays
- arpanpreneur 4y agoThis is not to replace any interview process. It is meant to replace the current process of shortlisting before interview. Today recruiters spend around 3 seconds looking at a resume before deciding whether to go ahead with an interview or not when there are 100s of applicants in their job post. It's expected today that the candidate will make a killer resume with design thinking and spend hours in customising it only for a recruiter to give the person a chance in 3 seconds. One of my co-founders is a recruiter and I have seen her choose candidates. The best bet is LinkedIn relevance, where if you put enough skills in linkedin, doesn't matter if you know any shit or not, you will be in the top.
- arpanpreneur 4y agoAlso, even if a person can clearly explain the decisions taken by his teammates and tell the process followed, outcome measured, the person understand the stuff. That is a good indicator to move forward for an interview IMO. What do you think?