Got it. Okay, that makes much more sense. Nothing new there for me, then.
When you say companies shouldn’t be “this selective,” what are you referencing that they’re being too selective about? If I’m being more picky than I need to be, I should stop, so I’m eager to learn something here
Can you share what kinds of questions you’re asking? Or at least generic versions of them?
100% this
And the same thinking applies to interviews, but that’s very difficult. My leadership sometimes gets surprised about how much I help interviewees, and I have to clarify to them that I don’t care about how good they are at interviewing. I care how good they are at the job.
Unfortunately, this makes my interviews super long, but we have arguably the best engineering team in the company.
Our new CTO was very skeptical of our long interviews and ordered us to shorten them. Fortunately, we had one scheduled already. He sat in on it and is no longer worried about our long interviews. He understood the value once he was able to see where the candidate stumbled and excelled in our … simulations? of the work. We try to simulate certain tasks in the interview, especially collaborative ones, to see how they would actually do the work. It’s really hard for us as interviewers to prepare and run, but it’s proven highly effective so far
All of this. When I tell people I meet that we don’t do coding tests, we instead do tiny assignments, they often get quite excited. It also seems to be way, way more effective
Do you have any qualifiers for that? Like “with sufficient time to learn” or something? Is there some kind of personal development that you think could enable that?
In my understanding, asking a chef to be a doctor or a software engineer to be an artist often doesn’t work great.
How selective do you think is appropriate?
To be clear: I’m a hiring manager for some specialized stuff. I’m genuinely curious about your perspective because I hope it can help how I do that work. I’m not trying to argue with you or prove you wrong or anything.
Sorry for the delay, busy days.
Yeah, fake postings are total bullshit. I still don’t understand the motivation for them.
As for having jobs up for months, I can understand that when a role has very specific needs. But if the roles specific needs haven’t been made clear in the job description, then yeah, that’s total bullshit
My job postings are usually up for two to three months, and the rejection rate is maybe around 80-90% for the resume review stage at the beginning. I’d like to think the job descriptions are clear, but that’s subjective. But do those sound like reasonable numbers to you, though? What do you think is reasonable? (Like I said, I want these opinions for my improvement)
Unfortunately, I haven’t hired for a service job, so I don’t have a complete perspective here. You mention “one of the first to apply.” For an imaginary job that requires no background, what do you think would be good reasons to reject a candidate or choose one over another?