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Speaking as someone who is currently hiring, you have to go through a vast number of resumes from completely unqualified people via sites like LinkedIn. Too ea
by MattPalmer1086 2y ago
Speaking as someone who is currently hiring, you have to go through a vast number of resumes from completely unqualified people via sites like LinkedIn. Too easy for people to just push the button to apply on the off chance. Working with a good recruiter is better since they do some of that filtering for you.
Once you have some candidates, most of them are exaggerating various aspects of their experience. The only way to figure this out is to talk to them, so interviews are necessary.
First is just a quick screening call to see if they have any idea what they're talking about. If they pass that, you need more of a deep dive with an SME. This takes time from your talented SMEs (they have a job to do!) so you only want to pass them actually possible candidates.
After that (depending on role) the company may want interviews with senior management, and HR usually want to weigh in on one too.
After all that, it still does not produce reliable results, although I suspect they would be even worse without them.
Open to other ideas on how to do this effectively.
- Corrado 2y agoWhat if we just threw the whole "process" away and hired a bunch of applicants at once? Give them 90 days to prove themselves (smart, friendly, knows how to write documentation, etc.), keep the ones like and let the other ones go. I'm kinda only half joking.
- MattPalmer1086 2y agoWouldn't work in practice for all kinds of reasons, but it did make me smile :)
- fragmede 2y agowe do that for very jr roles over 10 wks, it's called an internship.
- iJohnDoe 2y agoWhat you described is perfectly logical and should be standard practice. Some key pieces left out are time frames and human factor involved. If you actually want to hire for any role, like you actually want to put a body in that role and you’re not just doing busy work, then each candidate should only take 2 Weeks to go through the process you described. The people you have internally interviewing candidates should also want to fill the role and not be gatekeeping against good candidates.
- MattPalmer1086 2y agoGood point about keeping the time down for each candidate to go through it. Gatekeeping won't be a problem for us, but also a good point in general.
- hackerbeat 2y agoDo you find screening calls helpful? If possible, I’d always prefer meeting people in person instead - changes everything.
- MattPalmer1086 2y agoI do think they're helpful, yes. The main idea is that they are fast and efficient to get the candidate list down. Meeting people gives much better signal, but takes more time and committment from both parties. They can tell you who shouldn't be in the set with reasonable probability, but not who should be employed Sort of like a bloom filter ;)