111–120 of 130 posts
But government or big companies, well, its just bad news there, since they can't fail. They will just get more incompetent.
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I wonder why ultra-elite companies like Google don't swap to a model where they reach out to people they want to hire, rather than accepting random applications?
They do reach out to people they want to urge to apply; the set of people they "want to hire" is pretty small.
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Would it be correct to say your brother is also not the type to network with others easily? An automated system is the last-line in hiring; recommendations -- internal and external -- are the first-line. If one finds themselves in a position where they're manually submitting cold resumes, it's almost always more productive to start networking into the companies you want to work at, and getting the recommendation firs…
That would be correct. > recommendations -- internal and external -- are the first-line I'm afraid this is a very tech-centric view. Outside of a few specific industries or the very top levels, this is essentially unheard of. My brother's educational background is biomedical sciences so he's looking for essentially lab work doing analysis for a hospital, drug company, or similar. There are a fair few jobs doing it, b…
I don't work in tech. But I've got about a 60% lifetime success rate (Job offers to applications). 100% once I got to the interview stage. And that's in a variety of industries: EMS, academic research, the energy industry, and civil/environmental engineering.
I swear nobody has any hustle anymore. I've never bothered to make a LinkedIn or go to "networking" or "hiring" events. They're a waste of time. If you're really out of your existing network (you're probably already doing something seriously wrong if that's the case), you'd be better off figuring out where you want to work and then waiting at a nearby lunch spot for an obvious group of employees to come in around lunchtime (or after work drinks) and start chatting them up. (I actually landed a job doing that.) Or better yet, find a CrossFit gym some of them go to. Sweat and bleed and bond with someone a bit before you leverage them as a recommendation. There's a million ways into an organization if you want it badly enough. If nothing else you can get super good intelligence on how to craft your application to be desireable.
Do your research, know your shit, know exactly what they're looking for before you ever turn in an application. Become that person to the core. Get any new certifications you need to be that person. Make every document you turn in to apply for the position fit that profile. Make every searchable piece of information about you on the internet align with that profile. Know the way they conduct interviews before you get there, and practice and rehearse the questions and flow of your responses in broad ways. Leverage your contacts in the organization to get information about each of the interviewers and how they think and approach interviews.
You know, hustle.
Just seems like a way to lose a lawsuit. All you need is some handicapped client the system can't understand, or a demonstration that it's biased against an accent, and that's all it'll take.
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They do sound terrible and I hope to never encounter one, but my brother made a good point: the NHS get something like 12k applications per week, they have an average of 25k job openings each month. They apparently can't deal with that manually, which does make some sense. I personally think they _should_ handle it manually, and if the system breaks we should fix it in another way because this way sucks, but I'm not…
12k apps for 25k job openings? So less than 1 app per job per week? Doesn't seem that challenging to deal with.
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I had never heard of these video interview analysis methods prior to this thread. I think it’s at the very least way too early to rely on this and at the worst just... terrible. AST’s are already notoriously bad and this is just a whole new level of just plain bad. Time is precious, sure, but so are human relationships if time means anything. It’s like nuance was completely disregarded in the pursuit of corporate con…
They do sound terrible and I hope to never encounter one, but my brother made a good point: the NHS get something like 12k applications per week, they have an average of 25k job openings each month. They apparently can't deal with that manually, which does make some sense. I personally think they _should_ handle it manually, and if the system breaks we should fix it in another way because this way sucks, but I'm not…
1) Set minimum qualifications
2) For everyone who passes step one, run a lottery
3) That's it
Most interview processes are about as good as a coin flip at determining if a candidate is a good fit. People are biased (especially people who think they're objective, which describes a lotnof hring managers), and so are the systems built on our decision-making. So, apply similar logic as to the kind that supports index fund investment: cut "people" out of the decision-making, and make the process faster and cheaper by relying on a simple set of objective criteria and the way risk distributes across a population.
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They do sound terrible and I hope to never encounter one, but my brother made a good point: the NHS get something like 12k applications per week, they have an average of 25k job openings each month. They apparently can't deal with that manually, which does make some sense. I personally think they _should_ handle it manually, and if the system breaks we should fix it in another way because this way sucks, but I'm not…
The answer is simple, but you're not gonna like it. 1) Set minimum qualifications 2) For everyone who passes step one, run a lottery 3) That's it Most interview processes are about as good as a coin flip at determining if a candidate is a good fit. People are biased (especially people who think they're objective, which describes a lotnof hring managers), and so are the systems built on our decision-making. So, apply…
This is where things will go south for most big organizations anyway. They don't know what they need, or they can't specify what they need, and often this part is done by someone other than the team that actually needs people. So you find jobs where the requirements are 3 years of experience with C# and at least BSc in comp sci while the team needs someone to work on embedded C & Ada and they couldn't give a shit about BSc (or any other degree for that matter), just that you can do the job.
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That would be correct. > recommendations -- internal and external -- are the first-line I'm afraid this is a very tech-centric view. Outside of a few specific industries or the very top levels, this is essentially unheard of. My brother's educational background is biomedical sciences so he's looking for essentially lab work doing analysis for a hospital, drug company, or similar. There are a fair few jobs doing it, b…
No, this is how it works in almost every industry. Even if that's how they try and force hires into the pipeline, if you're simply accepting that instead of circumventing it, you're success rate must be abysmal. I don't work in tech. But I've got about a 60% lifetime success rate (Job offers to applications). 100% once I got to the interview stage. And that's in a variety of industries: EMS, academic research, the en…
I'm going to go out on a limb and guess you're either a US citizen, or at least base this advice on the US.
I have only known 1, possibly 2 people who can make this sort of thing work here in the UK, people just don't do this.
Plus, CrossFit isn't really a thing here except in trendy bits of London. For many of these places there isn't a "lunch spot", people take their lunch in to their building in a business park where there's no lunch options or options for socialising.
Overall, while you don't work in tech, I think you're probably privileged enough to work in an industry that works pretty similarly. Most of your advice would be pretty good for me, but almost none of it would work for someone at the beginning of their career, aiming for a large company with out of town offices – a fairly typical starting point for many graduates.
My brother has just finished a masters programme and is starting to apply for jobs, he's coming up against a lot of these. He's smart, motivated, very hard working, and has the necessary credentials on his CV, but when talking to him he's quite monotone and low energy. Because of this, he's failing these automated video interviews as he looks like he's not a "team player" or "personable". While interviewing practice…
I had never heard of these video interview analysis methods prior to this thread. I think it’s at the very least way too early to rely on this and at the worst just... terrible. AST’s are already notoriously bad and this is just a whole new level of just plain bad. Time is precious, sure, but so are human relationships if time means anything. It’s like nuance was completely disregarded in the pursuit of corporate con…