3 ms·
> Any "fix" to the interview process has to accommodate the reality that the left half of the applicant pool distribution is of terribly low levels of ability.
by gedy 3y ago
> Any "fix" to the interview process has to accommodate the reality that the left half of the applicant pool distribution is of terribly low levels of ability.
I would like to see some distinction between people who apply cold, and people who have been reached out to by a company.
I'm an experienced, employed engineer, and if a company reaches out to me, I expect to not be treated in an interview like "gotta see if you are a faker! You could be coasting for 15 years! We get soooo many applicants."
That's the (in-house) recruiter's job, or hiring manager's. Don't waste my damn time like this.
- sokoloff 3y agoI think there are three categories rather than just two. Cold application, reached out to by a recruiter, or referred by a former colleague. Seeing how internal recruiting or "sourcing" works, I don't see it as being vastly different from a cold application. Someone dredged up your profile on LinkedIn and reached out to you based on a keyword search (in all likelihood). Once you responded, they passed you off to the recruiting pipeline. There's not much more signal in you having a keyword on LinkedIn as having a keyword on your resume. Only the third, a referral from an actual ex-colleague, would I skip any of the basic vetting steps. (Said differently, I agree "that's the (in-house) recruiter's job, or hiring manager's"; this is them doing it...)
- crop_rotation 3y agoReferral too at this point is gamed too much. People think of referrals more as a favour that gives them brownie points than anything else.
- sokoloff 3y ago100% agreed! That's why I specified "from an actual ex-colleague" rather than "from someone they once got a LinkedIn request from but knows nothing about and couldn't pick out of a police lineup".