The main reason why hiring sucks

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

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?

So someone reached out for a reference check call on a potential hire and asked, "Don't you think she is too emotional for a leadership role?" My response: 1/ If you have had seen her nail some of those high value enterprise sales deals and seen her manage the territory the way she was.. all while handling her twin toddlers meltdown - you wouldn't be asking me this question 2/ Clearly, you don't know what to look for, hire for and when Post that made a call to the candidate in question - Do not take the job. They already have made an opinion about you. If they question your emotional strength today, they'll question your decisiveness tomorrow and undermine your credibility the day after. If for some reason you do take the job, know that you'll be working in an environment that undervalues emotional intelligence and resilience - qualities that make you uniquely you. I am so damn tired with shitty reference check questions - so here’s a request - For any one doing reference check - Ask better questions please! It was so simple - who does the reference check is equally important as who is the reference checker talking to, and what is being asked, when. But I guess we would rather ask 5 generic question and label the potential hire - a good, average or bad hire. And don't even get me started on who should do the reference check - Recruiter, HR or Hiring Manager.

What's up with the HR-Tech folks? Anything cooking in this industry Recruitment is a 200 yr+ old industry - Why are only a few B2B startups in this space? (Zoho, GreytHR.. - Can this industry get rid of Agencies? - What USP can help in this space? Anyone who can help get insights?

Applied for a few roles..one may get selected or not is okay but not giving a response to emails and messages is arrogance of the department. itna kya karte hai ye log Jo aspirants ko reply nhai dete

So i approached a PM at klub, a revenue based financing firm & asked him about open positions. He forwarded my cv to the hr. Couple of days later, the hr called me & we had an initial discussion. Then he scheduled an intro round with a PM. I had the PM round which was completely behavioral. It seemed like he was not much interested in the interview & took it just for the sake of it. Questions like tell me about yourself, why klub, why PM were asked. 2 weeks later i called the hr(yes, there were no responses from them) & asked him whats the status to which he replied, we have proceeded with another candidate. *Here comes the interesting part* I asked him to provide me a reason because i didnt get any feedback from the PM. This is the conversation which happened He: we are looking for pm with experience in api integrations only Me: okay so why was that not mentioned in the JD He: the requirement was changed later & also you dont have the experience required(1-3 yrs) Me: so why did you contact me in the 1st place if you thought i didnt have enough experience? Also, there are 2 guys who are working at klub who are from consulting background & have no experience whatsoever but they're apm He: but you need to understand that they are from tier 1 college, bits pilani & iit madras Me: how does that make a difference in product experience? I have worked on & built real products even if its for 10 months, all they have are hypothetical case studies, its not like they have been entrepreneur at past He: no we have specific requirements & the hiring manager didn't see yours as a fit Hr will hire people with no experience but from a premium college than people with experience but from a not so known college

AI helps jobseekers makes resume basis the job that it has only has created, and then screens it for fitment 🤦‍♂️ Level 999999 Unlocked ... This is the "ultimate" dog-fooding Meanwhile, you will also see more tech and AI in recruitment for - Talent discovery, Talent engagement, Talent management, Talent blah blah blah But you got to think.. if response and closure and experience are still issues, maybe it's time to realise 1/ Recruiters aren't the problem. Hiring managers are. And you have been barking up the wrong tree the whole time 2/ Planets aren’t aligned with Recruiters in general Maybe it’s time to offer the AI and Tech thingy to the Hiring Managers .. start with some AI-generated motivational posters.

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 .

Am I the only one who finds it disgusting ?? And I really wonder how they are okay with such a small sample size to even start.

Recently, I had a mind-boggling encounter during a senior finance role interview at a prominent startup. After impressing the Finance Director and Controller, I expected an interview with CFO as a logical next step. Instead, I found myself facing an Independent Director—a puzzling addition to the process, especially with a CFO in place. What baffled me more was the interview's focus. Despite the role's clear scope within India, the Independent Director bombarded me with international tax inquiries, completely unrelated to the position or the company's operations. It felt like a ploy to glean free consultancy for personal matters. This experience left me questioning the rationale behind hiring protocols. Why subject candidates to irrelevant interrogations by individuals detached from the role's purview? It's disheartening to witness such a flawed process at the hands of those meant to guide a company's growth.