I think your hiring process should ideally not last months for this reason.
Things I said as a manager part 2: Hiring is emotional
21–30 of 70 posts
Re: Things I said as a manager part 2: Hiring is emotional
#22I remember not too long ago when you'd do a quick phone screen, then sit for maybe a technical interview and maybe come into the office for a panel to talk to other devs. Most of the time, hiring managers would say, "If you're close with your technical skills, we can teach you, but we're more interested if you fit in with our culture " Months of interaction? Why did just a few years ago, managers could spot a phony a…
Amen. If an organization is taking months to come to a hiring decision that’s a red flag, unless it’s a C-suite level position, where a misstep could have irreversible damage. A tech position should be able to close within a few weeks, lest the candidate get a better offer from a less dysfunctional company.
Re: Things I said as a manager part 2: Hiring is emotional
#23LOL this can't be real. Who the fuck would sit through a multi-month process if it isn't FAANG. And for FAANG they just have a process, you're in or out and once they do the interviews they're fast to tell you, they're just slow to schedule.
Re: Things I said as a manager part 2: Hiring is emotional
#24The candidate was being considered for a management position, with a lot of responsibilities including creating a good workplace for their reports. This is something you absolutely don’t want to get wrong, it can’t be a “I dunno… seems ok to me” hire because it will literally set the tone for that department for years.
Re: Things I said as a manager part 2: Hiring is emotional
#25The candidate was being considered for a management position, with a lot of responsibilities including creating a good workplace for their reports. This is something you absolutely don’t want to get wrong, it can’t be a “I dunno… seems ok to me” hire because it will literally set the tone for that department for years .
I can agree with that in principle, however it shouldn’t take months. If there are multiple levels of middle management here, issues that arise in a probationary/grace period should be addressed and course-corrected. You have that period post hiring, not in a drawn out review process.
Re: Things I said as a manager part 2: Hiring is emotional
#26This is the most puzzling thing I have read in a long time.
In my current job, I manage offshore teams. I have hired a lot in the past couple years because we have grown a lot and turnover tends to be high for entry level positions.
I don’t find hiring particularly emotional. You are basically looking for a skillset and a mindset compatible with the work environment. I agree that you are indeed trying to build a relationship but that’s a professional one. The essence of it is evaluating the candidate ability to do the job. There is no tension here. You are not looking for a friend.
I mean if you find it hard to politely tell someone you are not going to offer them a position when you don’t believe them to be a good fit, you are probably doing something wrong.
Re: Things I said as a manager part 2: Hiring is emotional
#27I think many people would prefer bad news like this in an email. I know this was a long (!) hiring process and the willingness to tell someone to their face is noble, but I imagine it might be both unexpected in a Zoom call and hard to process with someone looking at you. If the intent is to give a verbal explanation, I’d send an email with the news and then offer to connect on Zoom for that. (But I’d also avoid a pr…
I never understand that idea, that having a face to face rejection (or over Zoom) is better than an email.
How much less can you value an applicant's time? You already are a 'no' so set them free to spend time on finding a job elsewhere. Sure, if you want to offer a call to go over the details some people will take you up on it, but recognize this call is for the hiring manager to feel less bad about saying no, or so people won't badmouth the company for jilting them during hiring.
Either way, it is self-serving and the opposite thing any company should do if they want to treat applicants with actual respect.
Re: Things I said as a manager part 2: Hiring is emotional
#28"Figma's growth team" - All I needed to know, ROFLMAO! (I've dealt with them and the people that use them, and this abusive interview process fits that. No thank you!)
[1] Penpot is a great open-source alternative for people who value freedom.
Re: Things I said as a manager part 2: Hiring is emotional
#29MONTHS??? Do even elite athletes making millions and millions subject themselves to such foolishness?
Re: Things I said as a manager part 2: Hiring is emotional
#30The candidate was being considered for a management position, with a lot of responsibilities including creating a good workplace for their reports. This is something you absolutely don’t want to get wrong, it can’t be a “I dunno… seems ok to me” hire because it will literally set the tone for that department for years .
I can agree with that in principle, however it shouldn’t take months . If there are multiple levels of middle management here, issues that arise in a probationary/grace period should be addressed and course-corrected. You have that period post hiring, not in a drawn out review process.
There aren’t multiple levels of middle management though. This position reports directly to a very senior manager and will be expected to grow an “tree” of managers and employees under them.