One of the biggest red flags when hiring is seeing many jobs in a short period of time. If you're switching jobs every 12-18 months, we're not the right fit for you.
-
Show this thread
-
Replying to @Shpigford
One of the biggest red flags is hiring managers treating hiring as an algorithm. If you’re reducing candidates to numbers without any context or empathy, you’re not the right fit for me.
5 replies 60 retweets 1,288 likes -
Replying to @mwichary @Shpigford
We do exactly the same thing. It’s not an algorithm. If the candidate has 10 job experiences in 10 years then it’s a hopper. But if the candidate has 2 job experiences in 2 years then it’s fine as he/she might be finding the right place. How many times matters a lot.
1 reply 0 retweets 0 likes -
If we find someone with 10 job switches in 10 years it shows us that the candidate is after the money instead of the knowledge. To get a better income, learning is 100 times better than switching jobs every year. It’s not a clever decision to do that.
2 replies 0 retweets 0 likes -
But don’t get me wrong. Switch jobs, but not every year. Do it every 4. It shows that at least you gave yourself the time to try to grow within the company. Those are my 2 cents.
1 reply 0 retweets 0 likes -
Replying to @mochetts
You still described an algorithm. It’s just a slightly more complicated one. The whole point is that you make a specific assumption about why people switch jobs. There are countless others, already given by people in many examples around the original tweet.
2 replies 1 retweet 2 likes -
Replying to @mwichary
You also don’t want to hire a manager that invites every single candidate that sends a resume to a personal interview. That would be a huge waste of time therefore your money. You have to find some way of first line filtering given your past experiences.
1 reply 0 retweets 0 likes -
Replying to @mochetts
You are still missing the same point. Don’t use *your* past experiences. It’s a way to perpetuate biases in the industry. Also, you keep going for the most exaggerated scenarios (“invites every single candidate” and “10 jobs in 10 years”). That’s easy. It’s also not very useful.
1 reply 0 retweets 1 like -
Replying to @mwichary
Well, it’s also easy to say that you don’t want to hire a manager that it’s doing his best job to keep the hiring process as optimized as possible. It would be a lot less easier if you’d describe how you’d do it.
1 reply 0 retweets 0 likes -
Replying to @mochetts
Modern, inclusive hiring practices that allow you to work smarter, not harder, are not difficult to find. Here’s one: https://medium.engineering/engineering-interviews-refining-our-process-52fbc9510e91 … And since you said “his,” I’d encourage you to read this, too:https://medium.com/@mwichary/three-sites-that-helped-me-understand-sexism-and-feminism-better-1d5f68ba3940 …
2 replies 0 retweets 0 likes
Lastly, my recommendation would be to put the URL of the original tweet by Josh in the search box on Twitter, and read through some of the responses. It’s a good way to recognize this as an actual societal issue, rather than limiting it to talking about efficiency.
-
-
Replying to @mwichary
This is exactly the answer I was trying to get. We harass someone because everyone's doing it instead of having a proper analytical thought on the comment. We just append ourselves to the masses, throw vague statements to get some likes. That's the real societal issue.
0 replies 0 retweets 0 likesThanks. 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.