41–50 of 71 posts
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Cool. So they just said, "Hey, we would like to offer you the job. Here are the details. Please take your time and let us know when you've made a decision"?
That's right, although they said something like 'Please decide within the week' or something to that effect. I'd have to dig up old, old paperwork to get the exact phrasing, but it wasn't 'Hey dude, it's chill, whenever you make up your mind'
Most hiring processes are engineering processes in the same sense that throwing a sheet over two chairs to make a cubby house is civil engineering...
engineering processes are business processes
there is the common "base class"
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It depends on your definition of "perfectly acceptable." Almost every job in every industry with a hiring cycle rejects "a majority of candidates," especially when there's limited space. > These costs can easily outweigh the cost of a bad hire. How so? You're right that I've relied a good bit on the anecdotal, but aren't you doing so a bit here? Bad hires are ridiculously costly--especially on a small team--because t…
> Hiring more people because of loss aversion also falls prey to the trap of "more people = more productive" Although perhaps true, I don't really see how this is relevant to what CoolGuySteve said. CoolGuySteve isn't recommending anything about the number of people that are hired for a particular role, or the rationale for picking that number. Rather, he's just observing something about the cost of being overly pick…
Often it's "we could really use more people, but only if they're better than [some level]".
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Other professions hire based on pedigree and looking+sounding the part. I personally prefer a hard skills test. But of course I would, the latter scenario favored me much more than the former when I was not-yet done with college, and also when I was looking for my second job in a new city. There's always some complaint in these kinds of threads about whiteboard coding. I love whiteboard coding! I did it a fair bit ou…
How much whiteboard coding do you do once you are hired? I'm not talking design but actually writing a sort algo with all the curlies in the right place, on a whitebaord?
I still think there are things that are good to be able to do, even if you don't use them regularly. As a bad metaphor, swimmers do some dry-land training...
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Elevator pitch that resume.
Seconded. I always write a summary even though many writers don't, and my emphasis on summaries is also to define my client before a junior recruiter or inexperienced screener does it incorrectly on their own.
Where does this assumption come from that rejecting the majority of candidates leads to better results? At some point you're just cutting into the bone and rejecting candidates that are perfectly acceptable. The more candidates you reject, the more time you waste and the more people come out of your interview with a negative experience of the company. These costs can easily outweigh the cost of a bad hire. Nobody wri…
It depends on your definition of "perfectly acceptable." Almost every job in every industry with a hiring cycle rejects "a majority of candidates," especially when there's limited space. > These costs can easily outweigh the cost of a bad hire. How so? You're right that I've relied a good bit on the anecdotal, but aren't you doing so a bit here? Bad hires are ridiculously costly--especially on a small team--because t…
Here's a serious question. Please make an effort to think about it and come with an answer for your company: What is a "bad hire"?
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Anec-data to your point: The two best companies I've worked for made their offers at the end of the interview day.
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.
We just requite an immediate answer thought. We just tell the result and we send an offer letter the next day.
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It depends on your definition of "perfectly acceptable." Almost every job in every industry with a hiring cycle rejects "a majority of candidates," especially when there's limited space. > These costs can easily outweigh the cost of a bad hire. How so? You're right that I've relied a good bit on the anecdotal, but aren't you doing so a bit here? Bad hires are ridiculously costly--especially on a small team--because t…
> Bad hires are ridiculously costly Here's a serious question. Please make an effort to think about it and come with an answer for your company: What is a "bad hire"?
I mean, a "bad hire" with the consulting/open source shop where I did a lot of interviewing & hiring was something pretty specific. A bad hire where I am right now is something pretty specific.
Was there ever a time in the tech industry where employers would provide actual training to new hires? Besides Facebook's boot camp.