A few years ago, it wasn’t uncommon for managers to bring people in for multiple interviews over multiple days. It was also common for managers to drag out the hiring process. It made candidates lives stressful–never quite knowing if this interview was the final one or not. And, even after going through all of this, you might well get ghosted–that is neither the recruiter nor hiring manager would ever get back to you to tell you that you weren’t hired.
And so, it amused me greatly when companies started complaining that candidates were ghosting them. It’s a candidate’s job market right now and if you snooze you lose. And to beat that, The Wall Street Journal reports that some companies are hiring sight unseen–after you fill out an application and have a phone interview, they make the decision on the spot. You can start a job without having ever met with a human face to face–or even Skype to Skype.
To keep reading, click here: More Businesses are Hiring Sight Unseen
Really Evil, I (and I’m sure many other readers) am getting seriously concerned about your views and especially about what you could possibly be thinking. After all, everybody knows that to make a good hire the ATS must be programmed with at least 15 key / absolutely must have skills in addition to another 20 or so preferred skills, that no job (even entry level) can be filled with less than five years’ directly-related experience coupled with a bachelor degree in a specific academic field, and including a minimum of a written application, a phone screen, five in-person interviews, and successfully passing a so-called aptitude test. Evil, you need to straighten up and fly right — suggestions such as you’re making here could bring the whole well-oiled, smooth-running, effective and cost efficient hiring process in the US to a grinding halt.
Hahah!
Ha! I remember one where the job requirement was five years experience with a tool that had only been out for…two years. And this was IT, a field in which you would think people would know better. Supposedly when the candidate questioned them on this, they held firm.
You forgot the personality test.
Someone who is great at interviewing may not be all that great at doing the actual job and vice versa.
YESSS. I’m thinking of stories over at AAM where somebody came off perfect in the interview and then their coworkers or managers are writing in like, “Oh my gaaaaaaaawww she sucks so muuuuuuuuch; what do I do!?”
Whoops, hit submit too soon. I meant to add, people are often nervous when interviewing, so they can be a really fantastic worker even though the interview was a little awkward. (Me me me me it’s me)
Yeah, the main thing an interview tells you is how well a person interviews, and I don’t understand why there is so much emphasis on it. Shmoozy people interview very well because they’re used to manipulating people.
That’s only true if the interviewer sucks, though. I’ve had interviews like that – where the interviewer derailed onto fluffy topics. I’ve also had interviews where I was asked about the product I work with, how I have run projects, and what I would focus on my first 6 months in the role (given that they have x,y, and z issues). I don’t think there’s a way to shmooz that second interview…you have to know what you’re talking about and have experience in it.