Hiring Processes Are Also Engineering Processes
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Hiring Processes Are Also Engineering Processes
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Re: Hiring Processes Are Also Engineering Processes
#2I 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.
Re: Hiring Processes Are Also Engineering Processes
#3Andy Groove "High Output Management" covers this topic and more. Highly recommend! https://www.amazon.com/dp/B015VACHOK
Re: Hiring Processes Are Also Engineering Processes
#4I 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.
Re: Hiring Processes Are Also Engineering Processes
#5I 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.
I would caution against purposefully frustrating your candidates. Interviews where the interviewer is frustrating definitely have not made me looks more favorably on the company.
Re: Hiring Processes Are Also Engineering Processes
#6Hiring 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 thanks that night, or got the offer out.
Re: Hiring Processes Are Also Engineering Processes
#7Hiring 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.
Re: Hiring Processes Are Also Engineering Processes
#8I 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.
> try to frustrate your candidates and ditch the ones with short tempers
There's a Mitchell & Webb sketch which seems almost obligatory here: https://www.youtube.com/watch?v=iRtBvo9grLw
"Derek is here to provide what we call 'extreme negative feedback', so that we can assess your ability to cope with stressful situations. Is that okay with you?"
Re: Hiring Processes Are Also Engineering Processes
#9Resume 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 a quick phone screen. If you start out the resume too slow, many readers are not getting to page two.
Re: Hiring Processes Are Also Engineering Processes
#10I 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.
My head's so level, I'd outright ask the interviewer if she's intentionally being an asshole as part of the "negative feedback" portion of our interview, or if she's actually that bad to work with. Regardless of the answer, as I was walking toward the door I'd ask if negativity is such a problem at their company that they feel a need to test for it.