251–254 of 254 posts
If I can find a 5, 4, 4, 3, 2 of combination of that, I'm happy. That's about 70%. That sort of profile should also provide learning opportunities for the candidate and typical that is intrinsically motivating for technical types.
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HR doesn’t really conduct interviews beyond maybe a quick high level screen. They select candidates, but also only as a high level screen, it’s up to the engineering team to screen more deeply and do interviews.
Of all places, Facebook had a pretty clearly non-technical person screen me over the phone. Apparently they gave her a list of questions and answers. The questions were structured so that none of the answers were open-ended. ("What is the OSI seven layer model? What is a Unix signal?") So, yeah, I'm not sure I would call it a real interview, but sometimes HR does get called upon to screen candidates.
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That's actually better, since in this case there's reason to the madness, which cannot be said for the typical second order ignorant HR person.
Maybe. How intelligent are the resume scanners? Just a few years ago, I shotgunned my resume to a bunch of big companies and experienced something like: Resume: "Ported XYZ from Angular to React, built a Rails app" Response: "Sorry, we need someone with JavaScript and Ruby experience" I think it's best to have two resumes, one that's more or less a big list of keywords, and another that you can show actual humans.
You can probably integrate both by having a keyword-only layer in white on white below the real text.
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They wanted a 100% candidate. You sure about that? Maybe they wanted an easy way to tell people no. Maybe that 1/20 requirement was very heavily weighted compared to the other 19. Maybe they didn't really want to hire anyone at all or wanted to hire a specific person, but had to make a job posting for political/legal/policy reasons...
Great point. Having been on both sides of the hiring table, I can tell you that the candidate has no idea what we use to make decisions, because the candidate has no visibility into our internal issues. Most of our decisions (especially to pass) have nothing to do with the candidate. And they have no way to know, so instead they over-analyze their resume or what was said during the interview to try to extract some ki…