People model companies as having "slots" which they're trying to fill, and think "if they don't publish job req, no slot exists." 0 for 2.
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Replying to @patio11
Sending in a resume and waiting for a callback is not "the most common way people get jobs." It should be rounded down to a no-op.
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Replying to @patio11
Our industry is systematically incompetent at assessing for talent and therefore subjects candidates to hazing-by-verbal-lore in interviews.
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Replying to @patio11
There are often people who are not technologists who have de-facto authority to filter the candidates exposed to a tech decisionmaker.
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Replying to @patio11
Direct consequence: you should not expect "I spent the last 5 years making improvements to ActiveRecord" to be read as "has Ruby experience"
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Replying to @patio11
Job descriptions have bullet points, customarily labeled required/optional. All of them are lies ^H^H^H^H declarations of present intent.
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Replying to @patio11
People with hiring authority will find a candidate they like and then retroactively justify how they fit who they were hiring for.
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Replying to @patio11
This is operationizable: you should consistently overreach with regards to the types of positions you apply for. Let them tell you "No."
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Replying to @patio11
Internal company recruiters try to black-box Our Company's Ideal Hiring Profile by seeing which candidates founders approve.
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Replying to @patio11
This often results in the recruiters -- who are a filter -- selecting for attributes which the founders/company would deny being filters.
1 reply 2 retweets 12 likes
A very common case of this is recruiters intuiting that the company only hires from a school and peer institutions.
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Replying to @patio11
Substantially every company has a formal or informal way to shortcircuit the hiring process for a candidate who they desire enough.
1 reply 8 retweets 26 likes -
Replying to @patio11
There exist many people inside any company who can independently say the words "You have a job here any time you want one" and make it so.
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