#Recruitment #Hiring #JobSeekers #TalentAcquisition
Have you ever had a friend who was in charge of hiring, but seemed clueless about what to look for in candidates? 🤔 I recently had a chat with my friend, who is the Lead Talent Hunter at a startup, and let’s just say, I was not impressed with his methods.
Here’s the situation:
– My friend, a non-tech executive, is hiring software engineers for a new project at the startup.
– He conducts group interviews with candidates to collaborate on a test project he came up with on the spot.
– He then decides none of them are fit based on their collaboration skills.
It got me thinking:
– How are companies selecting recruiters who lack the necessary knowledge to spot good talent?
– Shouldn’t they be using experts or platforms that understand the job requirements and can identify the right candidates?
Let’s discuss:
– Have you experienced similar situations in your job search journey?
– What do you think is the solution to ensure job seekers are not at the mercy of clueless recruiters?
Share your thoughts in the comments below! Let’s help each other navigate the murky waters of the hiring process. 💬✨
No offense, but your friend is exactly the example problem when recruiters have too much say in hiring.
You need to tell that there’s no real incentive for competing candidates go through this sociopathic exercise. Honestly there’s so much wrong with this but your friend sounds delusional.
If you really want to see the beginning of team fit, you’d have the candidate talk to the…actual members of the team instead of their competition.
I’m half joking but get a better friend.
I called them out at work for pulling this stuff. We actually missed out on hiring someone great because they allowed a non-technical person assess candidates for a software engineering role.
We were trying to build an app because we already had a great website, only for the person to say most of the candidates “are just not it”. So, I said we could either research platforms that make technical hiring easy, or hire a talent hunter who knew about technical roles. The latter was more affordable and actually better. We used this rocket devs platform. They actually have pre-vetted devs at $980/month.
Non-technical people should not determine if technical people get the job, and group interviews are just a no.
Your friend sounds like most lead talent hunters. I deal with this a lot. They will put a candidate forward that has no skills or missing a lot of skills but would be a great fit for team. Then try to argue with my denial. If I wasn’t desperate for an experienced person on a one hire budget, i would consider the person as an additional team member. They can learn and grow and thats great. Of course I don’t have a budget for 2 people and if I hire the one they are pushing they won’t let me get another person and it won’t help our situation.
This is normal most “Recruiters” are non-technical people that have never done the role. They also don’t have the science and mathematics background to even understand the role. Going through a recruiter for a job is typically an exercise in futility. When I do a job search I always try to skip the recruiter and go directly to the Hiring Manager.
I get the most generic low effort recruiters imaginable. Half the time it’s a copy and paste email blast with very little info on the job or requirements of the job.
Feels like indeed just picked a random semi local job and hit sent
I said something similar to the EA sub, I’m happy to give others a chance to be EA’s no matter what background they come from but it’s stupid and frustrating for many of us who are experienced already because I swear, many recruiters don’t know what an EA should be doing. Because it feels like many recruiters insert themselves as if they were the ones working on the roles (“Oh, no. That’s no how I use Outlook so a potential new EA won’t use Outlook the way I do”.)
Big no to group interviews because that’s just a big disadvantage for everyone.
Why the hell would any company do a group interview for a Software Engineer position? It makes no sense. And surely the Tech Lead or the Engineering Manager should make the final call?
The soft skills are assessed by the recruiter before the CV goes across, they can flag anything at that point it should be down to the people working day to day with the person to make the final call.
This shit happens all the time, but what pisses me off is when they say they “already” hired someone but all they did is hire someone internally
Also there’s no way I’d consent to a group interview