[ltbarcly3]

You keep saying 'we'. The companies I have worked for have on average had very streamlined interview processes, with the exception of very large (>2000 engineer) companies. I don't know how to fix hiring for companies that big. I'm sure you have a lot of 'ideas' that are really just pointing out the problems. We all see the problems, but fixing them means either empowering individual managers (many of which would just hire their cronies instantly if allowed to) or inventing new ways to do HR which is obviously nontrivial, especially with incumbent HR morons fighting you.

An HR screen will sometimes remove frauds (not usually because they can't really tell, it removes uncharasmatic frauds only), but it also has a very high probability of removing anyone on the autism spectrum - no matter how qualified. I really don't want people on the autism spectrum removed from my hiring funnel for software engineer. If you ever looked over the shoulder of a recruiter or HR when they do a first pass on resumes you will be horrified at how many of the best candidates they pass over because they have no idea what they are reading, and how many very poor candidates they pass along for very stupid reasons like having 'Yale' for their college (despite it being for History and despite it being the extension school, true story, and this person ended up getting hired despite negative interview feedback and then fired for incompetence a few months later).