Question for both recruiters/HR managers & the job seekers.   What do candidates think gets them the job?  What do recruiters think the candidates that makes it easier for you to offer them the role?

Welcome to Product Managers's Private Community

Question for both recruiters/HR managers & the job seekers. 

What do candidates think gets them the job?

What do recruiters think the candidates that makes it easier for you to offer them the role?

How are companies evaluating candidates in virtual interviews?

Content Strategist

How are companies evaluating candidates in virtual interviews?- Grapevine

Welcome to IT Company Discussion's Private Community

So recently I interviewed in many companies including google, Microsoft, Amazon I have seen common pattern that HR not being transparent with candidates. They keep hanging candidates in between and not reply to text, email, messages, calls. Even if candidate is rejected why can’t they email or call to give feedback. Is this job really hard ?
“If I will get a chance to snap out one profession from earth I will snap out all hrs, recruiters out there.”

Ps:- Google ppl was very transparent throughout process one of best experiences for me .

What is wrong with HRs/Recruiters

Software Engineer

Folks who are in recruiting, talent scouting, or in HR in general. What does your role look like? What are the issues you generally face? Also, what does the compensation for these roles look like?

HR/Recruiters, tell us about your roles!

Product Manager

Welcome to Office Gossip's Private Community

Need answer to just one thing. 

Do you guys intentionally ghost candidates or do you guys intentionally ghost candidates? 🙂

Dear HRs - Answer Me.

Profession dominated by women - typical passive agressive behaviour. Avoidance

Founder

Hello people,
We are building a recruitment platform to make hiring easy and fun. Having worked with a recruitment startup, we weren't able to hire for our own team. Hire first, fire faster mode ON tha humara.

So, we found this gap mostly in the early stage startups who don't invest in their recruitment properly.

So can you guys please share your experiences with landing a job with early stage startups.

Rant about recruitment in startups

Generalist

Welcome to Software Engineers's Private Community

I have been seeing people complaining how referrals,carrer portals,emails,linkedin etc ,none of these are helping them get shortlisted or get an offer.

So for people(or their friends)whose organization are hiring or did hire people, which route is being taken.

Though I want to know in context of freshers but I think any experience level will be nice as it will help other people too.

Thank you.

Various hiring processes

Welcome to Indian Startups's Private Community

The worst part about applying for a job is the process of impressing the dumb recruiter so that she sets up your interview. It is funny when a recruiter who has zero technical skills and has not written a single line of code in her life cross questions me about my engineering projects in past organisations.

How can companies change the hiring process so one does not have to deal with these annoying recruiters?

or are dumb recruiters just a necessary evil?

Are recruiters (headhunters) just glorified gatekeepers?

Folks who are giving interviews these days, which companies are you interviewing for ?

Also what is the method of getting the interview ? Did recruiter reach out to you on LinkedIn, or you applied on a company portal and got the call or did you ask for a referral ?

Which companies are hiring

A few 100% remote jobs 
 Source - https://www.linkedin.com/in/tarun-khandagare 
  
 1. Quest Software - https://lnkd.in/gqaB5RTN 
 2. Upstart - https://lnkd.in/g3sXD8DZ 
 3. Celigo - https://lnkd.in/gKhSMxNY (US & India) 
 4. Cengage Group - https://lnkd.in/gGkT6jRZ 
 5. Docker, Inc - https://lnkd.in/gfX5-pQG 
 6. hims & hers - https://lnkd.in/gr_SdVdE 
 7. UserGems 💎 Interviews - https://lnkd.in/gXi3mNf6 
 8. Abnormal Security - https://lnkd.in/gn5M4VDF 
 9. Cash App - https://lnkd.in/gdp8yUm8 
 10. LogicGate - https://lnkd.in/gjgX27Bc 
 11. Faire - https://lnkd.in/gYRNr9VM 
 12. Renaissance Learning - https://lnkd.in/gesiM_Dw 
 13. Rec Room - https://lnkd.in/gErDuTNa 
 14. VGS (Very Good Security) - https://lnkd.in/g7Ajb77F 
 15. VAST Data - https://lnkd.in/gMUFt4y9 
 16. Sorcero - https://lnkd.in/gpmDTnH7 
 17. McGraw Hill - https://lnkd.in/g59pzFf4 
 18. Patreon - https://lnkd.in/gzQptMcQ (NY/San Francisco) 
 19. Beekeeper - https://lnkd.in/gxd7rs7Q (Senior PMM) 
 20. Upwork - https://lnkd.in/gt4HYmd6 
 21. DocuSign - https://lnkd.in/ggfUncZf 
 22. DealHub.io - https://lnkd.in/gyNED4yp 
 23. Census - https://lnkd.in/gAq7PGzc 
 24. Intrado - https://lnkd.in/gH3wuNWZ 
 25. Cloudflare - https://lnkd.in/g9JPXp2F 
 26. Funded.club - https://lnkd.in/gpH4FazA 
 27. Workiva - https://lnkd.in/g-FUYYdR 
 28. MissionWired - https://lnkd.in/gMA6AVdG 
 29. Workera - https://lnkd.in/g2YzZu-H 
 30. Jenius Bank - https://lnkd.in/gxGqHGkH

Software Developer

Thoughts on interview as a service companies?

Interview as a Service

Growth And Strategy

When the recruiter or HM opens up for questions, are you inclined towards asking them tough questions related to the organisation?

Lately I've started asking:
- How were people who were impacted in the latest lay-offs decided?

- Do you believe the team is at risk of lay-offs? In the overall org, where would you place this team in terms of business criticality.

- In case of downsizing how will you ensure that your team is going to be least impacted.

- Questions on talent being fungible, coding practices, knowledge organisation and sharing (hoarding/individual level, team level, org level)

- How does the manager ensure equity in workloads (especially useful for startups).

- Team agreements like stand-up timings, in-out timings, and most importantly, how often were  these changed in the last 6m-1y.


Folks, feel free to add to the list! Would love to hear your thoughts.

Managers are supposed to manage teams and be technically competent. Everyone is a champ when times are easy. The true colors are shown only when the going gets tough.

Most of the answers are gonna be template/standardizations. The key is to read between the lines.
If the manager is clueless or the body language doesn't inspire any confidence, then it's a red flag.

Asking tough questions to Hiring Managers

I dont understand the need for F2F interviews as last round or even worse everything in F2F.

During pandemic we have all seen the effectiveness of virtual work setup, meetings, hiring and what not.

How would the assessment of right candidate differs with F2F which Virtually can't be done?🤔🤔

why F2F interviews still mandatory

Hi grapes,
What's the best way to apply for jobs. LinkedIn, company portal or websites such as Naukri, indeed, TopHire etc.

Folks who got multiple interview calls, can you share how you utilised all these to get there!
Will cold mailing managers or HRs in linkedIn work? It feels clueless at times as I am not getting interview calls at all.

Will mass apply AI tools found fruitful for anyone. 
All insights are appreciated. TIA

Using AI to apply for jobs!

Whoever is looking for a change in Product, do you guys have preferred platforms apart from the careersites and Linkedin that generally give you good traction from recruiters?

Doing this for a survey to understand what channel would be more effective.

Where do you apply for jobs apart from Linkedin

Talent Acquisition

Good people of Grapevine! I finally got a referral for Google and have an interview with recruiter on Monday for an Analyst role with Google.

Could anyone please help me get an idea around the interview process and what do they look for.

Recruiter interview with Google

Finance Consultant

Attended an interview for a startup where they said all was okay and agreed to rollout the offer letter and last minute told hiring freeze. This is for an entry level role. 

Cannot name the company as I can get identified. Fintech startup.  Their payscales in glassdoor were showing high base for entry level roles in Business Operations. 


How do we make sure that recruiter does not ghost us . What are the strategies we can use to get the offer. These days, every recruiter in first call itself asking about salary expectations.

Ghosted by recruiter !!

I am currently working for Walmart as an IN 3. I am interviewing for new relic this Saturday.

I am earning 32 Lpa with 21 base



Is it worth interviewing and joining this company?
If yes what kind of questions can I expect in the interview?

I had an online test with some mcqs and 2 dsa questions. 1 was easy and the other was medium.

HR sent me this

Kindly note candidates will have 2 rounds of technical discussion and 1 HR round 

 

1. Problem-Solving Skills and Situation based scenarios 

2. Candidate experience in his/her projects and executions 

3. Overall candidate performances in terms of communication, ownership & commitment, and  coding skills

If anyone has already interviewed for new relic or if knows what kind of questions can we expect. Please do share them.

Also how much compensation can i expect?

Job interview at New Relic

Different companies follow different methods to choose their workforce, so if you've given/taken couple of interviews yourself can you provide insight on how you do it and why you think it works? Also what would you change about the general process of tech hiring?

Let me go first. 
0. (obvious, but) Minimal weightage for DSA - 
When I conduct interviews, I rarely ask DSA problems. It rarely gives me an opportunity to assess the candidate's breadth of knowledge, and come to a conclusion of how much experience they have with the tasks that they're going to do on the job. What if they've practiced the same problem / variation of the problem that I ask? I want to assess technical competence, not their acting skills. 

1. (debatable) Culture fit should be given a higher weightage than skills - 
Skills can be learnt, behavior and character takes time to build.  It most often hinders the progress of the team. 

2. Stop setting standards for the interview that your team doesn't follow in the first place -
I've had friends who had to pass interviews of high standards only to work in shitty teams. They were yearning for an achha din but it never came. 

Your thoughts? Nothing's wrong here, please be open to discussion.

How would you fix tech hiring?

Folks who are hiring for jobs that require ideating or writing, have you noticed the extensive use of ChatGPT in application responses? 

Once we recieve job applications, we send out 4 simple questions to shortlisted candidates. 

What surprised us is the over use of ChatGPT in most assignments. And not just for minor tweaking or to add a finishing touch—some answers are clearly generated directly by ChatGPT (one even included this phrase ""As an AI language model, I suggest...""). And this was for an experienced role. 

How are other recruiters addressing this challenge? And how are applicants making use of ChatGPT in their responses?

Anyone else noticing all the ChatGPT in job applications?

I've noticed a pattern where HRs from mediocre companies are extremely arrogant and ask unnecessary questions. Whether it is from their tone of voice, to asking ridiculous questions about a candidate's personal life and things that are already on the resume, why do they act so holier than thou? Now FAANG adjacent companies and their HRs/ first point of contacts are always empathetic and very clear in asking sensible, relevant questions. Why don't companies realise that their first point of contact is what affects their brand and hiring unqualified folks makes it worse. Have you ever noticed this? What do you think can be done to make this/ candidate experience better?

Why are HRs from mediocre companies so arrogant?

HRs in mid places are usually coming from really small / unknown companies and feel like they’ve made it hence the arrogance. Folks in big/decent companies usually have come from wonderful education bgs and workplaces and if not, have worked hard enough to reach where they are. That humbles you, I feel.

Marketing Creative

Hi everyone recently i have went interview with eclerx for there client as goldmansachs [soft dev role] i was fine as they are giving decent hike on current . After clearing interview she asked me to give every document to release the offer.I was ok and then she started asking every document from joining bonus credit to each sem marks along with my name in that and residential proof or what not. I was little resistive but still gave it as she was mentioning its bank and compliance.

Today she mentioned she will release the offer knowingly i have to join the other org tomorrow. Now after reaching out couple of time she called back saying i had a call with super boss since pay is high i need to take one more client round.

I see the email she used was correct and the profile of both hr were fine on linkedin but the way she behaved while expediting on document part and later saying its ok if you don’t want to join. I smell something cooking.


Did this happened to you ? What do you think assuming supply of candidates are they preparing some database. Also what are the red flags you have seen these days

How are companies evaluating candidates in virtual interviews?

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