Hiring Processes Are Also Engineering Processes

Post by __derek__ » Mon, Dec 05, 2016, 11:00 PM UTC

pjmorris wrote: post #7

petesalty wrote: post #6

Hiring fast is actually really important. It sets a really good tone with candidates and forces you to have a hiring process with good decision points and processes. At Voxy we had a 1 week turn around goal from receiving a resume to having on offer on the table. Didn't always work out like that because of candidates, and vacations and what not, but that was the goal. The day of last interviews we either said no than…

Anec-data to your point: The two best companies I've worked for made their offers at the end of the interview day.

Post by aml183 » Mon, Dec 05, 2016, 11:12 PM UTC

fecak wrote: post #9

Resume writer and ~20 year tech recruiter here. Just a comment to readers about the author's estimate that your resume is being reviewed for 5 minutes. It's not, so be sure not to write your resume as if it is going to get that much attention. Don't save the good stuff for the ending, thinking "the reader will get to that." Interview or delete decisions are often made in under thirty seconds, at least for things like…

Post by __derek__ » Mon, Dec 05, 2016, 11:35 PM UTC

pjmorris wrote: post #12

__derek__ wrote: post #11

Earlier quoted context omitted.

How did they go about doing that? It seems like it would be very difficult to avoid pressuring someone to decide on the spot. When that's not the intent (i.e. when the company respects a person's right to think about the offer), it seems like that risks becoming an uncomfortable situation.

The offer was made: they didn't require an immediate response. They had refined their decision process, they didn't constrain my decision process beyond what's customary.

Post by ramblinjan » Mon, Dec 05, 2016, 11:47 PM UTC

fecak wrote: post #9

Resume writer and ~20 year tech recruiter here. Just a comment to readers about the author's estimate that your resume is being reviewed for 5 minutes. It's not, so be sure not to write your resume as if it is going to get that much attention. Don't save the good stuff for the ending, thinking "the reader will get to that." Interview or delete decisions are often made in under thirty seconds, at least for things like…

Post by ramblinjan » Mon, Dec 05, 2016, 11:49 PM UTC

Zikes wrote: post #4

bcbrown wrote: post #2

I especially liked this part: > If you need someone who can hit the ground running right away, test them with the exact tools they’ll be using on the job. If you need someone flexible who can learn anything, test them on something new and unique. If you need someone with a level head, try to frustrate your candidates and ditch the ones with short tempers. Edit: Except for deliberately frustrating candidates.

> If you need someone with a level head, try to frustrate your candidates and ditch the ones with short tempers. Interviews are a two-way street. If as a candidate I'm given an unrealistic expectation that's intended to frustrate me, I'll get the impression that's how the company normally operates and choose to look elsewhere.