Why It's Time To Dump Your Old-School Hiring Practices - InformationWeek

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Why It's Time To Dump Your Old-School Hiring Practices
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Joe Stanganelli
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Joe Stanganelli,
User Rank: Author
7/19/2016 | 4:23:48 PM
Re: Adding to the problem
> It used to be that you could use them as a means of assessing their writing skills, but with the advent of resume writing services, templates and downright copying other's resumes off the internet, it's become useless for that.

To which I respectfully reply: So what?

Other than at such a professional resume-writing service, in what job on the planet would you need to be good at writing a resume?

Alas, thanks to automation and "innovation" in the HR/recruitment space, the pseudoscience of resume creation has taken up far too much of most adults' time and energy and does not actually do much to improve hiring efficiency or quality.

I don't care what your resume looks like.  Can and will you do the job well?  Great.  You're hired.

TerryB
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TerryB,
User Rank: Ninja
7/18/2016 | 1:06:57 PM
Re: Adding to the problem
I'm with all the points Joe makes. You need to understand Detroit Labs is nobody yet. Plus I'm guessing you are based in Detroit, which is not likely to be a plus if trying to draw talent from all over the country. The phrase "beggers can't be choosers" comes to mind. 

I appreciate the idea you are taking a fresh look at a very old process. But reality is, hiring is not that different from drafting talent in professional sports. Some will make it and some will not. And figuring out exactly why is more an art than a science. 

One final thought. With everyone having veto, what if you are interviewing someone who is clearly gifted. I mean has the ability to make 3 of your current people go "bye bye". You really trust your current people will bring someone onboard that may cost them a future promotion or their current job? 
vnewman2
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vnewman2,
User Rank: Ninja
7/18/2016 | 12:49:11 PM
Re: Adding to the problem
I'm all for getting rid of the resume as a screening tool.  It used to be that you could use them as a means of assessing their writing skills, but with the advent of resume writing services, templates and downright copying other's resumes off the internet, it's become useless for that.

I do like the infographic alternative to a resume, but then again, people typically outsource those to someone else as well.

So what else can a company do?  Take a vote - hmmmm, you lost me there.  I agree with Joe on the negative impact that might have on diversity.  Also, what if your boss or your boss' boss makes it clear they prefer a certain candidate over another - doesn't that put everyone under duress to vote for that person?  I have a friend in a similar situation where she's trying to hire someone and her boss has a clear frontrunner.  She felt she had to hire that person even though it was ultimately "her decision."
Joe Stanganelli
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Joe Stanganelli,
User Rank: Author
7/18/2016 | 10:20:11 AM
Adding to the problem
What happens when "inclusive" hiring practices are implemented in the real world is you get candidates scheduled for 3-hour to 6-hour (if not longer) face-to-face interviews -- after already facing a battery of phone interviews with stakeholders (and I use that term loosely) at all levels -- with several different people.  And then again for a second such interview.  Maybe a third.  Maybe more.

And the more hurdles you make your candidates jump over to please you -- and, in this case, EVERYONE IN YOUR DEPARTMENT OR COMPANY -- the more you make yourself a less attractive place to work.  Job hunting is a full-time, er, job.  Consequently, any new barrier you infuse into the hiring process translates to drop-offs in the number of qualified, talented candidates you'll get.  (If "eliminating resumes" -- regardless of the aptitude of the candidate -- is a recruiting department's goal, then that recruiting department is lazy at best, inept at worst.)  If I'm a job seeker, my time is better spent completely avoiding companies like these and instead interviewing with companies that know how to make a consarned decision and don't mind risking "failing fast."  I'll also be happier working at such a company.

Plus: if you have a diversity problem at your company, I cannot imagine asking everyone to agree on one person is going to help.

Respectfully, fie on this.
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