Hiring best practice? Suggestions/improvements? 1. Cull resumes hard using intuition/grammatical spelling and obvious errors 2. Video interview (in-person is better) 3. Test that replicates actual job 4. Video interview again to discuss work and check fit 5. Decide
-
It’s an amazon thing, the “raise the bar” interviewer is not part of the department doing the hiring. They have veto power. The only thing they’re evaluating is “does this person raise the bar” as in they’re better than at least 50% of people already at the company
Got it thanks. Some quick thoughts, some trivial: 1. Only works if you've already built a great team with great culture. Wouldn't do it with a newly purchased bankrupt company for example. 2. This is odd. Ask someone in marketing if developer was going to raise the bar?
-
-
3. Why anonymous? Wouldn't people give a better more thought out opinion were they responsible for it? 4/5. I'm a big fan of already.
Thanks. Twitter will use this to make your timeline better. UndoUndo
-
-
-
3. I could see either way. People may feel more comfortable passing anonymously if there’s info that the ceo likes them, or there are other sensitive reasons they don’t want to publicly reject someone they don’t think is a good fit
-
Pretty clear that I'm out of my depth when it comes to a company with more than like 4 people. And even that is tough for me.
- 1 more reply
New conversation -
-
-
1. Sure, some exceptions, although I’d still say you should have some trusted employees in most situations 2. With engineers it could be someone from a different area not necessarily “department” but if they are an asshole unable to do a fit interview, do you want to hire them?
Thanks. Twitter will use this to make your timeline better. UndoUndo
-
Loading seems to be taking a while.
Twitter may be over capacity or experiencing a momentary hiccup. Try again or visit Twitter Status for more information.