51–60 of 238 posts
I met a former HR person from a company that had these kinds of questions, such as your SAT scores. She told me the point was hiring people who are competitive enough to care about that stuff.
Why do recruiters have such trouble with such a simple task like gauging a candidate's real skills? Seriously. Here is how to do it. I'm looking for a React Developer, I ask the following simple questions: 1. Tell my about your contributions to major projects you have been involved in. (if they share their work ask more in-depth questions about it) 2. With $givenTechnologyStack, how do you usually solve state managem…
The problem is, this initial funnels are just recruiters. They're technologically clueless. They're just putting words on paper and finding people that say those words with the right number of experience attached.
Shopify has an initial round with recruiter called "Life Story interview". You basically start from the beginning, talking about your high school experience, what did you like there and what did you study, your childhood hobbies ...
The last "team" you want setting every question, and expectation, and results.. is the adversarial side that is trying to get the most out of all candidates with the least trouble to themselves..
They use the same format for Accounts Payable Clerk as they do for Director of Devops. Slightly lazy, sure, but not really blog post worthy. If you're an experienced hire just put do not recall and move on with your life.
Why do recruiters have such trouble with such a simple task like gauging a candidate's real skills? Seriously. Here is how to do it. I'm looking for a React Developer, I ask the following simple questions: 1. Tell my about your contributions to major projects you have been involved in. (if they share their work ask more in-depth questions about it) 2. With $givenTechnologyStack, how do you usually solve state managem…
Firstly because that's not their job, and secondly because recruiters aren't just there to hire for developers and they aren't going to be subject matter experts enough to judge between good answers to questions like that and bullshit.
Why do recruiters have such trouble with such a simple task like gauging a candidate's real skills? Seriously. Here is how to do it. I'm looking for a React Developer, I ask the following simple questions: 1. Tell my about your contributions to major projects you have been involved in. (if they share their work ask more in-depth questions about it) 2. With $givenTechnologyStack, how do you usually solve state managem…
A common situation in my country is that quite a few high school math teachers are psychotic sadists -- maybe a few of the hardest-working students will clear the bar for the equivalent of an A or B. Sometimes the students with "the most potential" will have average (or worse) grades because the teacher prepares special, harder exams to push them harder. High school is usually an unrepresentative mess, I'd to love le…
> High School: I got kicked out of AP English for insubordination in high school.
...is this evidence that the filter is bad, or evidence that the filter is working?
Earlier quoted context omitted.
I would be able to give "impressive" answers to those questions, yet I'd still close the tab. Canonical is shooting themselves in the foot. The next worst thing they could have asked was my Myers-Briggs personality category.
I think OP was just pointing out the irony of complaining about high school English questions while making a high school-level English usage mistake (would of vs. would have)
It feels like Canonical does this silly shit so only the truly desperate will apply, and thus take lower compensation. I would of closed the tab pretty quickly.
More likely they do this because they have so many applications coming in that having to pay more to a lesser worker is worth more than having to hire many more HR staff to process all the applications. The hope is that it will scare off most people, and if that fails a machine can filter on these values. It could be any arbitrary value – race, religion, random number – but courts have effectively ruled that any filtering mechanism that isn't directly related to the job or school could face severe legal consequences, so this keeps the lawyers happy.