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> What an incredible waste - of the candidate's time, of the company's time. Oh, and they didn't offer him the job. Perhaps the job's criticality justified th

by chrisjj 8mo ago

> What an incredible waste - of the candidate's time, of the company's time. Oh, and they didn't offer him the job. Perhaps the job's criticality justified that extra diligence?

i_think_so 8mo ago
Everybody says that their job is critical, their code is high quality, their children are the smartest and their toys are the best. Reality begs to differ. Let's just look at the data. If a bit under 1% of all not-previously-known applicants get hired, the system is provably broken and not worth the time of a not-previously-known applicant. I'm sure there are a metric gigaton of examples already documented on this site explaining why this is bad for Tech, the Economy, our Society. Want to know why there are so few young(er) people getting into the industry who are competent and instead you're inundated with frauds who can't write FizzBuzz? Here's your answer.
- jms703 8mo ago
  Agree. When someone leaves a company, rarely is the impact that tangible, besides the emotions or perceived feelings of loss. We're all replaceable.
cranky908canuck 8mo ago
Seems like the answer is: What will you pay me for a day of my time? At this point, they've already invested their resources (and also you, yours). If employed, then it's easy to point out that that's your cost in a vacation/PTO/"sick" day. If not, point out that you are not currently working at mickydee so your time is worth more than minimum wage. If they stick at that, make out a reasonable guess at their cost of this process and point out that a day of your time is not a massive additional fraction. If they stick at that, ask if this means you are on the "short list", and how many others are on it. If they stick at that, then you have useful information about what they think you are worth and are likely to offer. This does assume some flexibility, and leverage.

by chrisjj 8mo ago

> What an incredible waste - of the candidate's time, of the company's time. Oh, and they didn't offer him the job. Perhaps the job's criticality justified that extra diligence?

i_think_so 8mo ago

Everybody says that their job is critical, their code is high quality, their children are the smartest and their toys are the best. Reality begs to differ. Let's just look at the data. If a bit under 1% of all not-previously-known applicants get hired, the system is provably broken and not worth the time of a not-previously-known applicant. I'm sure there are a metric gigaton of examples already documented on this site explaining why this is bad for Tech, the Economy, our Society. Want to know why there are so few young(er) people getting into the industry who are competent and instead you're inundated with frauds who can't write FizzBuzz? Here's your answer.

jms703 8mo ago
Agree. When someone leaves a company, rarely is the impact that tangible, besides the emotions or perceived feelings of loss. We're all replaceable.

cranky908canuck 8mo ago

Seems like the answer is: What will you pay me for a day of my time? At this point, they've already invested their resources (and also you, yours). If employed, then it's easy to point out that that's your cost in a vacation/PTO/"sick" day. If not, point out that you are not currently working at mickydee so your time is worth more than minimum wage. If they stick at that, make out a reasonable guess at their cost of this process and point out that a day of your time is not a massive additional fraction. If they stick at that, ask if this means you are on the "short list", and how many others are on it. If they stick at that, then you have useful information about what they think you are worth and are likely to offer. This does assume some flexibility, and leverage.