The early hiring funnel is now breaking on both ends
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Re: The early hiring funnel is now breaking on both ends
#2Hiring was broken long before ai
Re: The early hiring funnel is now breaking on both ends
#3Good hiring almost certainly has to be a significant competitive advantage.
It makes me wonder why so many otherwise successful companies let HR bungle the hiring process.
Re: The early hiring funnel is now breaking on both ends
#4Good hiring almost certainly has to be a significant competitive advantage. It makes me wonder why so many otherwise successful companies let HR bungle the hiring process.
Because like a lot of things, metric of "What does recruiting cost us?" is very easy number to quantify so companies will attempt to reduce it.
"What does bad recruiting cost us?" is very hard number to quantify because it's just sand that gets thrown into so many gears, but cost of that sand is across a ton of departments and so measuring for it is very difficult.
Re: The early hiring funnel is now breaking on both ends
#5Good hiring almost certainly has to be a significant competitive advantage. It makes me wonder why so many otherwise successful companies let HR bungle the hiring process.
Here's the secret: it's still just gambling. Elon musk isn't a trillionaire because he brought something special to the table; it's because he was able to perform the martigale enough times and he arbitrarily reached the top.
Hiring is exactly the same thing, even when trying to do it on merit, people are simply poor judges of character, ability and the rest.
Most of society is governed by people who simply kept getting lucky and kept doubling down because their ego demanded it and their last roll of the dice didn't drive them to poverty or happiness.
Re: The early hiring funnel is now breaking on both ends
#6Re: The early hiring funnel is now breaking on both ends
#7Hiring was broken long before ai
Much of it has been based on networking for a good 20+ years. Yes, there was a certain if you have a pulse era in tech at at a lot of companies--leet code notwithstanding though that was an issue--that has largely passed and a lot of people are reacting to tech hiring becoming a more normal multi-month process.
Re: The early hiring funnel is now breaking on both ends
#8It wasn't broken before?
Re: The early hiring funnel is now breaking on both ends
#9Good hiring almost certainly has to be a significant competitive advantage. It makes me wonder why so many otherwise successful companies let HR bungle the hiring process.
Because like a lot of things, metric of "What does recruiting cost us?" is very easy number to quantify so companies will attempt to reduce it. "What does bad recruiting cost us?" is very hard number to quantify because it's just sand that gets thrown into so many gears, but cost of that sand is across a ton of departments and so measuring for it is very difficult.
Huh? Hiring being broken has nothing to do with cost, it's a filtering problem. Even when there's no HR or bean counter in sight it's still hard. There's fundamentally limited signal you can extract from interviews, so there's very loose correlation to on-the-job performance. Saying it's a cost-cutting problem would just encourage more and longer interviews, which could actually work against you because high performers tend to have more options and will not jump through infinite hoops.
Re: The early hiring funnel is now breaking on both ends
#10Good hiring almost certainly has to be a significant competitive advantage. It makes me wonder why so many otherwise successful companies let HR bungle the hiring process.
I’ve worked with places that have had HR bungle the hiring and places that haven’t. The only difference is whether it’s HR or Engineering bungling the hiring. Writing a job description that actually matches what you want is hard work. Sifting through 300 applicants that don’t meet the requirements or lie on the application form is hard work. Doing 10 30 minute intro calls is hard work. Desigining “standard” questions for comparison is hard work. Wrangling 2 rounds of interviews per candidate, dealing with people who are too busy with work for hiring is hard work. Chasing people for interview feedback that isn’t just “yeah seems fine” is hard work. And then getting the group to stop saying “we want to speak to more people” is harder than any of the previous steps.
I’ve interviewed hundreds of people over the last few years as a peer, hiring manager, and as a “bar raiser”, and it’s just a lot of work no matter who does it…