what process, questions, assignment or something would you use to decide whether the candidate is worth it or not ?

Welcome to Software Engineers's Private Community

How would you screen a Candidate before starting the interview process?

Senior Software Engineer

How would you screen a Candidate before starting the interview process?- Grapevine

Welcome to Product Managers's Private Community

With an increase in the number of AI tools that help companies screen candidates (effectively, or so they say), how comfortable would you be with a tool screening your resume or taking your first round of interviews? 

If you aren't comfortable, is there something that the tool can implement that would make you feel comfortable?

Automated Screening Process

Growth And Strategy

Welcome to Indian Startups's Private Community

The amount of pride in this post (https://shorturl.at/nopPW) almost baffles me, how is it okay to ask someone to spend their time on a 'pre-interview' assignment? What if the candidate doesn't fit the budget, or the notice period is a bit too much etc. Imagine going through so much only to be laid off because "sorry we hired like crazy and need to do cost-cutting now"

Interview or Harassment @ Meesho

Founder’s Office

Welcome to Confessions's Private Community

- Resume screen to see if you’ve used enough buzzwords to impress the hiring manager, the recruiter and the Ai filter (in reverse order) 
- Phone screen to see if you sound human 
- Coding test to see if you’re a human who can code 
- Personality test for the kicks of it 
- Interim rounds to see if the manager can tolerate you and you can handle the team’s inside drama 
- Cultural fit round to see if you’re a human who codes and likes Friday night happy hours 
- Final round to see if you can break your head on a wall while reciting 100 reasons why this is the job you want and if you love peanuts by choice (.. for protein .. i guess)

Honest Interveiw Process Breakdown

Human Resource

What is the one thing that you find about the candidate. And will lead to its rejection. 🥲

Answer in comments……. ￼￼

What is the biggest turn off / red flag for you as an interviewer?

Software Developer

The current startup tech employees and founders are filled with so much junkies who do not care about the product at all.

The culture is set when the startup is founded,when the first set of employees arrive.  These folks are some of the most driven and talented and that's fine, it's how it should be.

But the problem begins when these folks do not find their own hiring strategy and copy the hiring strategy of other companies.

Instead of analysing what works best for them they justify their hiring means by saying this is what other have done.

The result is you get a bunch of leetcode warriors who are always wanting to jump ships when given opportunity, never forming deep knowledge about their industry and their product.

I work in one of the legacy tech companies, sure we do not hire the best people but we nurture them and that earns loyalty and long careers in our company. 

Even the employees have a very 360 degree view wrt product. We always deeply care about our product. 

Tbh I love seeing the stupidity of the market and it makes me happy that more confident that these people are wrong and always will be. 

Even the Indian startups are unoriginal and copied from the west then how do you expect the hiring to be unique. We are all living in the circus where jokers are supporting each other in making the circus bigger.

A rant on startups

Software Engineer

I recently interviewed at a large company. I applied by sending my resume to someone in my network who works there and they forwarded the resume to HR. After that I got a call from HR and they asked for my expected salary among other things to which I answered that I want a 40% hike. I cleared all technical interviews and after that I got a mail saying that they would like to offer me a full time role and asked some of my documents to prepare an offer. I was curious about them asking for documents without having an HR round first so I called the HR and asked some details about the job and she ensured that they can give me a 40% hike on base but not on TC so I assumed they will hike my base and keep the other components in a similar range to what I currently have. I send the documents and on the next day I get a call from HR asking about my expected compensation again, I then ask about their salary structure and they explain that it's all fixed. I was confused on what number to give them so I said that I wanted a 40% hike but since my TC consists of variable components and theirs don't, I would like to know what is the maximum salary they could give me to which the HR replied that they will let me know in a while. It's been more than 24 hours and I haven't heard back. I don't want to call the HR because that might make me look desperate and give them a reason to lowball me but I'm not sure what to do and am even more confused about what kind of process is being followed at this company.

What kind of a hiring process is this? Need advice

What is the process of resume screening that most of the HR's follow?

Or should I ask...

Is there even any process that HR's follow while screening resume.

If you are from HR department ur insights would be highly appreciated!
Thanks in advance..

Resume Selection Process

DevOps Engineer

Welcome to Office Gossip's Private Community

I believe it is extremely difficult to judge exact level of an individual during an interview. It is better to also use past salary as some indication of value to last company. Having said that, the company needs to get to the correct salary range depending on performance in first 6 months. 

Thoughts?

(Controversial Opinion) I think it’s okay to give salaries based on past salaries

Consultant

Founder

Hello everyone, I recently started my company and now want to hire actual people in the IT space.

As other fellow humans, how'd you like the interview process to be for engineering roles? I don't want to follow the crazy white board algorithm norms, I need the job to get done, idc if you google or use ChatGPT as long as you understand the problem and the solution.

Please share your inputs!

New Startup Trying To Hire Humans

You interview a candidate and they seem to be great at what they do. They also might be a good addition to the team and organisation.

However, you know beforehand (through some source) that this candidate has been laid off from their current role and is serving notice period. The candidate during the interview refuses to admit that they have been laid off but tells that they have resigned on their own.

Would you still trust this candidate and go ahead hiring them only on basis of merit, or would you focus on building a team that is transparent and open?

Thoughts please.

Need perspectives from hiring managers

Program Manager

How many folks here 100% refuse to share last salary and are adant that HR state their budget. How do you guys do it and also has it ever happened that you needed up losing a great opportunity coz of this???

Refusing to tell last salary

1. Red flags during the interview conversations 
2. Red flags on social platforms - Glassdoor etc 
3. Red flags on LinkedIn

What are some red flags while looking out for next company

When you have an open position and you start getting tons of resumes,how do you shortlist.? How much time you take to read ? what is that you look into resume ??

I

How do you shortlist resumes.?

Hi 
Wanted an opinion on how do you all tackle the assignment bit when it comes to assignments as part of hiring processes. One, how regular or normal is it at senior positions ? And two, I feel that a lot of times they just ask you to do everything that is expected of the job. Eg: Create a marketing strategy after analyzing landscape and top 3 competitors. Add graphs etc.
I always have a concern of getting most out of you. Since its at round 1 they would be getting multiple such assignments, which means by design lpt of this work will be a waste and lots of inputs freely sourced.
How do you all handle it ? Can you push back ?
P.S: Am from business/ marketing aide of things and not sure of how it works for techies/ product.

Assignments as a part of interview process

Brand Marketing Manager

I had interview for a senior engineering role for a remote us company. They went too deep into xss attack prevention in JS. Does companies really ask about think that they follow or just focus on one topic and try to judge candidates based on that?

Does companies really ask relevant questions in interview?

Engineering Manager

I've been in the job market for a while now, and it's clear that hiring practices seem to be stuck in the past, even as job requirements are changing faster than ever. I've been on both sides of the table, and it's frustrating how often the traditional resume and interview process fails to capture a candidate's true potential.

Personally, I've found it disheartening when companies take forever to respond or don't provide feedback on why a candidate didn't make the cut.

If you had the power to change one thing about the hiring process, what would it be? And for those who have experimented with alternative hiring methods, what results have you seen?

Hiring is broken. If you could fix anything about hiring, what would it be?

What is the Right way for shortlisting and interview selection

Data Scientist

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

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?

Hi Grapevine, 

I'm Arnav, Director of Engg at Jio Cinema. I previously exited my startup to Scaler. Some of you may know me from ScalerPod. I've also led engineering teams at Zomato & Target. 

Here to chat with you about my journey in startups, leading engineering teams, and products at scale, among other things.

Ask me your question. I'll be back at 8 pm and begin answering!

I'm Arnav Gupta, Director of Engineering at Jio Cinema. Ask me anything!

Why is jiocinema so effin horrible to use on Samsung tvs ? Just fix this shit already.

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