This is why as a hiring manager I ask my HR department to grant me access to their ATS (ex. RecruiterBox) so I can personally find resumes / cover letters that match my open job requisition. HR uses these kind of questionnaires b/c they get inundated with applicants and want a way to filter most of them out so they only have to read just a few resumes and then work on the next job role to fill for another department.
Use the HR department for finding you more candidates, but never for screening the applicants.
As a manager at any level hiring is probably the process with the most impact on your company/department. Of course it will take time out of your undoubtedly busy agenda, but if you are going to delegate or outsource something, this should be the last thing on the list.
Anyone that passes the HR screening - is declined. Anyone that fails is pulled in for round two.
Just verify results w/ outliers - but if you're hiring for department, you match the department. If everyone in the department scores a "1" but still excels and does excellent work - who cares what the HR screening software says?
Personality tests were devised as an aid to psychologists to use in conjuction with therapy, never stand-alone. Using them for any purpose that they were not tested, standardized for is Astrology.
There is no automation for hiring; it's a harder problem than self-driving cars.
Only people with a LinkedIn score above 75 were presented for us to choose from for phone screens.
Like it or not, recruiting mostly revolves around employee referrals. Everything past that is just some startup selling recruiters a piece of software that will magically change their life and make their job easy.
Source: Had to reject numerous software requests from recruiting department for shady, shady services.
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[ 2.8 ms ] story [ 30.5 ms ] threadSomeone should do a running collection of all these "I'm sorry, that's the algorithm" experiences. Perhaps there is such a thing already?
As a manager at any level hiring is probably the process with the most impact on your company/department. Of course it will take time out of your undoubtedly busy agenda, but if you are going to delegate or outsource something, this should be the last thing on the list.
Test works as intended:
Anyone that passes the HR screening - is declined. Anyone that fails is pulled in for round two.
Just verify results w/ outliers - but if you're hiring for department, you match the department. If everyone in the department scores a "1" but still excels and does excellent work - who cares what the HR screening software says?
Isn't this going to be a violation of civil rights laws? Isn't this the sort of thing people have been constantly attacking ML models for recently?
There is no automation for hiring; it's a harder problem than self-driving cars.
Like it or not, recruiting mostly revolves around employee referrals. Everything past that is just some startup selling recruiters a piece of software that will magically change their life and make their job easy.
Source: Had to reject numerous software requests from recruiting department for shady, shady services.