|
|
|
|
|
|
by joshstrange
635 days ago
|
|
|
> Consolidate step 2 and 3 into one and cut it down from 4 hours to 1 or you’ll have a lot of people “fail” because they don’t want their time wasted That’s not been our experience at at all. We did not have a single candidate drop out of their own accord. Our interview process is not long and the coding is minimal (most the people we hired finished in less than half the allotted time, even that can be attributed to stress, these aren’t hard tests). > usually companies pay for extensive tests with programming 2hrs of coding is not “extensive” by any stretch of the imagination. This isn’t a 4-8hr+ take home test. > You can still kick people out during their trial period even in countries with strict labor laws too. Spoken like someone who has never hired/managed. Firing, even with cause, is never quite so simple. I’ll gladly take a couple hours (HOURS! You act like I’m asking for weeks of people’s time) to confirm they will be a good fit upfront instead of going through the onboarding and off-boarding hassle. Not to mention it’s a super asshole move to hire people that are considering letting go just because it makes for an easier interviewing process. Honestly that’s kind of fucked up, especially if they are leaving another job to come work for you. I would absolutely fire someone new if they lied or if their work ethic did not match what they said/did in the interview process (probably after a couple warnings) but hiring with a high chance of firing? No, I won’t do that just to save a couple of hours upfront. |
|
|
Meanwhile your candidates go to multiple companies, spend “just” 4 hours at each uncompensated, without any guarantee to get hired. You should be aware that there are a lot of HR departments doing window shopping as well as issuing fake job openings due to legal reasons when they already have an internal candidate due to nepotism.