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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

#101

Post by maccard »

Simulacra wrote: post #32

I have very little sympathy for companies grappling with this. They use AI to reject applicants within seconds, and make people jump through so many hoops (not to mention ghost jobs) that it's almost a humiliation ritual.

Nobody is using AI to auto reject candidates. ATS’s are “scoring” candidates but I don’t know of any that are sending rejections on application.

As a hiring manager, all the applications come to my inbox (even if it’s 300 in a day), and I’m definitely guilty of screening during non-working hours when I get a notification.

Re: The early hiring funnel is now breaking on both ends

#102

Post by bee_rider »

Aurornis wrote: post #11

> “There is a growing gap between the candidate’s written persona and their live presence. I’ll see a cover letter that is poetic and a résumé that is flawlessly structured, but then the person on the video call struggles to explain their own bullet points. This has always been a problem: Candidate applies with an amazing resume but then flails when you ask them questions or “can’t remember”. I can remember a few int…

I have one project on my resume that I have trouble remembering some details of. It feels weird to drop it off (it was an internship at a sort of well known company), but it was a while ago. Is “can’t remember details” still a huge red flag from the employer’s point of view, even if the explanation is legitimate?

It’s not exactly the crown jewel of my resume anyway, so I guess I could cut it, it just adds to my backstory.

Re: The early hiring funnel is now breaking on both ends

#103

Post by tptacek »

thesumofall wrote: post #33
ungreased0675 wrote: post #3

Good 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 it is really hard to reliably hire good people. Almost all typical signals & methods (CVs, experience based interviews, …) have very low reliability. An IQ test has the highest reliability according to studies but would be illegal in most jurisdictions. Plus, hiring managers frequently don’t know what they want or they believe they want something that they actually don’t

IQ tests in employment are not illegal. This is an Internet myth. Several large corporations (with deep pockets for employment lawyers to go after) openly use them.

The reason more companies don't use IQ tests in candidate qualification is that they don't work well.

Re: The early hiring funnel is now breaking on both ends

#106

Post by jghn »

bee_rider wrote: post #102
Aurornis wrote: post #11

> “There is a growing gap between the candidate’s written persona and their live presence. I’ll see a cover letter that is poetic and a résumé that is flawlessly structured, but then the person on the video call struggles to explain their own bullet points. This has always been a problem: Candidate applies with an amazing resume but then flails when you ask them questions or “can’t remember”. I can remember a few int…

I have one project on my resume that I have trouble remembering some details of. It feels weird to drop it off (it was an internship at a sort of well known company), but it was a while ago. Is “can’t remember details” still a huge red flag from the employer’s point of view, even if the explanation is legitimate? It’s not exactly the crown jewel of my resume anyway, so I guess I could cut it, it just adds to my backs…

People understand that memories get foggy over time. Well, at least most people will.

As an interviewer I allow for a sliding scale of inability to drill in on details based on how much time elapsed. Also, you'll find that people are typically pretty consistent in what they retain. Like they'll remember the big picture, key challenges, and outcomes. but they may not remember a specific technique used or other day to day decisions.

For my own resume I do a similar adjustment. As things start to age out a bit I intentionally provide fewer specifics. Again, people understand what signals like this mean.

Re: The early hiring funnel is now breaking on both ends

#107

Post by tayo42 »

Aurornis wrote: post #11

> “There is a growing gap between the candidate’s written persona and their live presence. I’ll see a cover letter that is poetic and a résumé that is flawlessly structured, but then the person on the video call struggles to explain their own bullet points. This has always been a problem: Candidate applies with an amazing resume but then flails when you ask them questions or “can’t remember”. I can remember a few int…

Resumes are written for hr

Ideally we submit 2 resumes one for the non technical people that need to be involved and one for managers.

Instead were attempting to write for two audiences (or 3?automated filters) and the less knowledgeable one will reject without talking to you

Re: The early hiring funnel is now breaking on both ends

#108

Post by 12_throw_away »

thrill wrote: post #37

Hiring has always been broken.

Dunno, the old school "we'll get you started in the mailroom, and you can work your way up by gaining knowledge about the organization while demonstrating competence and professionalism" sounds like a pretty solid hiring strategy.

Although tbf I kind of doubt if this was ever really the case - probably this is imagined nostalgia for idealized bygone times. And given that this is a strategy that requires, y'know, long-term investment and planning, it's not like it's going to start happening anytime in the near future

Re: The early hiring funnel is now breaking on both ends

#109

Post by sanderjd »

addaon wrote: post #70
adamtaylor_13 wrote: post #66

Are there any battle-tested strategies for hiring that are generally known to be good, but aren't often used because it's hard or doesn't scale? Asking because my business is growing and we've gotten lucky with our hires so far, but I'd like to add my discipline to hiring well.

Ask the best people you’ve ever worked with who the best people they’ve worked with are. Recurse. When names start repeating through different graph paths, make those people an offer they can’t refuse. Once they join, ask them to do the same, and give them the budget and role to make it happen.

The best people I've ever worked with and the best people they've worked with all have good jobs at all times. You have to have a mechanism for matching with people who are actually interested in a new job.

Re: The early hiring funnel is now breaking on both ends

#110

Post by tayo42 »

vanuatu wrote: post #90

as someone who has done 100+ first round interviews for SWE, including new grad zero signal: resume & cover letter. applicants will mass-apply with ai-tuned resumes that happen to perfectly match our listing medium signal: top 15 school / top N internship experience / built something with paying users highest signal: personal referrals

Refferal make sense, but all of mine ended with rejections. Clearly I'm not a moron since I'm getting reffered by ex coworkers and still ill even get an automated rejection...
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