>> Let them upload their resume, then force them to fill out an unbearably redundant form containing identical information.
That sounds like JobVite.
During my recent job hunt: for a few places I applied to, I tried to find company's CTO/engg-head on Twitter, asked them for their email & mailed them a link to my pull-request to one of their opensource projects or stuff they use. Best response rate I've had.
Sadly, when the process was passed on to the HRs. They delayed continuing the process by weeks and I had already picked up a job at a place liked.
When being interviewed, I learnt a lot about what not to do as an interviewer. When I've been interviewing people recently:
* looked at their previous work before the interview (GitHub/Behance/Dribbble usually shows their code & quality of work)
* had casual chats about their hobbies and projects
Infact, my co-workers may laugh this off. But a casual chat with people about their work/hobbies/life, can tell a lot (interests, opinions, what-does-he/she-want-out-of-the-job?, looks for problems?, self-learner?, can-debug?, interesting hacks, etc). After all, we are going to spend a lot of time together. So I try to become their new friend.
Ofcourse the above process is broken too. But atleast it is open-ended to allow them to express what they know or are good at, instead of judging them by what I know.
Most important is to ignore a candidate's proven ability to deliver real solutions and instead focus on contrived tests that bear no resemblance to the actual work they'd be doing.
> Keep them hydrated
> Everyone that interacts with the candidate must offer a beverage or a trip to the bathroom as many times as possible throughout the day. Bladder manipulation is a powerful interrogation tactic.
There are all sorts of medical conditions or even just metabolisms that make some people need to go for one or the other really often - as a candidate, it can also be really scary/embarrassing to interrupt your interviewer to ask to take care of these. And, interviewers generally don't communicate/schedule these between each other to ensure it gets handled according to your schedule, even if you only need a couple breaks.
It's far better to just have everyone ask; the candidate can politely refuse if not needed, and everything continues on normally.
That sounds like JobVite.
During my recent job hunt: for a few places I applied to, I tried to find company's CTO/engg-head on Twitter, asked them for their email & mailed them a link to my pull-request to one of their opensource projects or stuff they use. Best response rate I've had.
Sadly, when the process was passed on to the HRs. They delayed continuing the process by weeks and I had already picked up a job at a place liked.
When being interviewed, I learnt a lot about what not to do as an interviewer. When I've been interviewing people recently:
* looked at their previous work before the interview (GitHub/Behance/Dribbble usually shows their code & quality of work)
* had casual chats about their hobbies and projects
Infact, my co-workers may laugh this off. But a casual chat with people about their work/hobbies/life, can tell a lot (interests, opinions, what-does-he/she-want-out-of-the-job?, looks for problems?, self-learner?, can-debug?, interesting hacks, etc). After all, we are going to spend a lot of time together. So I try to become their new friend.
Ofcourse the above process is broken too. But atleast it is open-ended to allow them to express what they know or are good at, instead of judging them by what I know.
P.S: Never judge people by their past workplaces.