We talk and share articles all the time about How to Interview Well and How to Get the Job! ...but neglect that 99% of people conducting interviews have no idea what they're doing and are only repeating strategies they saw from peers and interviews they've been in.
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The vast majority of interviews are just poorly communicated tribal knowledge masquerading as a discipline and yet somehow this is how we decide the future of our firms. How many interviews have you barely slept due to anxiety and the person running it hasn't read your resume?
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Probably not their fault - this was wedged in between some staff meeting and some conference call and they were booked for it the day before (full disclosure: I've been this person. Sorry.)
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This flies in stark contrast to the vast majority of firms stating that recruiting top tier talent is their number one priority. Applicants are barely evaluated (and I use that lightly) on their ability to excel and are weighed on culture fit (i.e. rapid schmoozing). How droll.
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Were measuring people's 'make friends' skill and not their 'write code' or whatever skill and this has to be a brutal externality on companies. I think everyone knows this but what's the better option? Training interviewers, for one. Job tests (take home paid tasks) are another.
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And my favorite: BRING BACK APPRENCTICESHIPS What else is out there to help find the right people, systemically?
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chad donkey from shrek 2 Retweeted chad donkey from shrek 2
in america we’ve somehow normalized unpaid, elite-exclusive intern labor, but people will still get uncomfortable at the prospect of apprenticeships (i.e. viewing it as a job with unfair conditionality)https://twitter.com/choosy_mom/status/1224190519103782914 …
chad donkey from shrek 2 added,
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