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> "a C/O 2012 and a C/O 2013 graduate should be fungible from the perspective of a recruiter, but they're not." Assuming the 2012 grad doesn't have a year's ex
by LyndsySimon 13y ago
> "a C/O 2012 and a C/O 2013 graduate should be fungible from the perspective of a recruiter, but they're not."
Assuming the 2012 grad doesn't have a year's experience, you don't think that the pool of those who have been passed over by hiring managers for the past year (as they presumably have) might be slightly less rich than the "fresh" pool of graduates from this year?
If you were a hiring manager, would you spend your time sorting through them, or would you work your way through the new class?
- rayiner 13y agoThe 2013 pool as a whole would be richer, but if you're in a situation where hiring was down dramatically in 2012 but picked up for 2013, then there will be candidates in 2012 that are better than the ones you would have to hire if you only limited yourself to 2013. You can see this very clearly in numbers-driving hiring pipelines in finance, consulting, and law. This year's 50th percentile candidates are getting hired by the big companies, while last year's 70th percentile candidates are pushed entirely out of the market. You see the same phenomenon across the job market, though, just in less easily quantifiable ways.
- chantech 13y agoSeems like an inefficiency and a chance for a talented recruiter to get better talent.