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?
The disparity between the skillsets checked during the interviews vs what's required to actually be successful in the job. I think this is the rootcause of everything that's broken. The processes are also setup to keep this going.
When the HM doesn't know what they need, they give wrong signals to TA and the process is also set up to check the things basis the signals.
Eg. One company says we strategize our products not for years, but for decades. But on the ground, people are just solving for day to day challenges and following the lead's directives. As a result, right people get hired in the wrong roles.
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 gene...
I've been thinking about the hiring process of tech people. HRs who have no idea about technology are judging resumes, interviewers asking generic DSA problems, shortlisting on basis of github profile which are so easy to fake. I think i...
In last 30 days or so three times I was in the situation where hiring people said I will send your offer letter by eod, which obviously didn’t happen. In fact the position is kept on hold or priorities are changed. This is pretty frustra...
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 a...
HRs in mid places are usually coming from really small / unknown companies and feel like they’ve made it hence the ar...
Chota aadmi gundai karna chahta hai, karne do
Smaller companies have less collective mindspace available to spend on how effective is their HR function . This is w...
