it's not as much that recruiting should be based off of brand names vs portfolio work vs how well you can relate to interviewer vs whatever it's more that the company can shift between these evaluation methods at their own will
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there's a parallel in dating someone will tell their friends the things they want in a partner. like job qualifications, these are made in good faith and actually do predict a match but the final choice is justified by whichever qualities fit the selected candidate
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once thing I've considered is applying for several jobs and posting every step of every process on twitter (resume, cover letter, emails, etc) whether I get the job or not, I can try to bring the process to the commons, where recruiters would be held accountable
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that would probably freak people out too much but what if every candidate did that? if recruiters had to justify why they eliminated candidates, would they make different decisions? would they think more about employee productivity? create more accurate job profiles?
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it would take an incredibly diligent organization to create this structure in-house. I'm not holding my breath for one to do it but putting the process in public would bring out the best candidate (even if "best" means biggest brand name. at least it's understood!)
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