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
7/18/2016 | 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.
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."
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? 
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.

vnewman2
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vnewman2,
User Rank: Ninja
7/19/2016 | 4:41:47 PM
Re: Adding to the problem
@Joe - Oh come now - it used to be (and still can be) a valid means to showcase your writing/grammar/proofreading/communications skills.  Ever see a resume with a dozen typos or misspellings?  Or one that looks like a 3 year-old wrote it?  Do you want to hire that person even if they can "do" the job - if we are talking about technology jobs, communication skills are key.  Resume writing has become a "basic" communication skill. 

You doth protest too much, methinks
diangelo1973
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diangelo1973,
User Rank: Apprentice
7/19/2016 | 4:46:10 PM
Re: Adding to the problem
Such negativity. Wow.

 

I think this is a wonderful way to find people that fit the culture you are striving for in a company. The idea of looking for people who have the atributs you desire even and then trusting that you have the infrastructre in place to bring those talents to a place where employees can thrive is awesome. 

 

I think their entire interview process sounds refreshing. Its a great way to find people that could excel in a job they never held. 

 

It's akin to finding the best athealte and trusting that you could help them be an all-star on your team.

 

Take me for example: I'm 42 and spent most of my adult life doing research and development for a company that makes car paint, I also am in the Screen Actors Guild and an Owner of an improv theater. Using the traditional hiring methods a company wouldn't look twice at me but they'd be missing out on someone with a metric ton of analitical thinking, a heap of showmanship, an overflow of loving life, a cavalade of creativity and a pinch of modesty.

 

I do not currently work for them, but reading this article makes me want to.

Chris DiAngelo

 

 
rjrocker
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rjrocker,
User Rank: Apprentice
7/20/2016 | 7:54:07 AM
We're Moving
Hi,

 

From this year onwards we're moving away from the old hiring process for our company MBAFrog. Recently we've hired a consultant for this job and within 3 months of time he will come up with a completely new process. I like the idea of "Getting to Know You" (GTKY). I will communicate this to our consultant. The article is indeed helpful. Thanks for sharing it with us.

 

Regards

RJ
TerryB
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TerryB,
User Rank: Ninja
7/20/2016 | 1:42:48 PM
Re: Adding to the problem
@vnewman, I think first time I ever disagreed with you in this forum. As contrary as I am, that almost counts as a miracle. :-)

I absolutely hated creating a resume. Especially after your career gets longer. What the heck do you put in and what do you leave out? How do you guess what is important to some HR screener who knows nothing about tech? Well, other than you chose a nice Word template? It's essentially bragging about yourself. And then the reader of resume has to try and determine if real or you made it all up. The fact resume looks great hardly helps with that. 

If a person really produces a resume (in these days of templates and spell checkers) as poorly as your example, it won't take long to weed that out in the first interview. 

But I will admit, not really clear to me from this article what replaces a resume as first point of contact to the company looking to hire. I could see progressive companies having a web based application form tailored for skills they are looking for in a job as the first elimination phase before interviews. Espcecially in tech where "needs 5 years of experience" hardly applies to brand new technologies not 5 years old yet. And Detroit Labs is all about creative people, the hardest to figure out good/bad during a hiring process. 
Joe Stanganelli
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Joe Stanganelli,
User Rank: Author
7/20/2016 | 5:13:22 PM
Re: Adding to the problem
@vnewman: Any form of written/typed communication can showcase one's tendencies to make typos/mispell words/etc..  If that's the best defense for resumes as a key hiring tool, then it's a pretty poor one.

(I would also argue that the occasional spelling mistake should not completely blow a candidate out of the water.  I have seen one of the most brilliant and talented marketing people I know -- and, I daresay, probably the best in her industry -- make occasional egregious spelling and grammatical errors (albeit moreso in personal communications -- not professional).  If your resume is littered with errors, sure, there are some judgment issues there, but one or two probably shouldn't be an automatic candidacy killer except to the HR recruiter desperate for any reason to throw someone in the circular file.  But this is a separate discussion altogether.)



Joe Stanganelli
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Joe Stanganelli,
User Rank: Author
7/20/2016 | 5:17:43 PM
Re: Adding to the problem
@TerryB: My agreement with your points aside, there is also the issue of the automated resume-screening software -- which automatically throws out resumes that don't conform with the software's extremely specific expectations.

It took me years of unsuccessful job searching before I realized that a big part of the reason I wasn't getting anywhere is that my resume used to feature dates first (which used to be the standard way to write a resume) -- and that most resume-screening software works in such a way that where the date is featured first, it automatically disregards the entire job entry.
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