I agree that we should be asking more about design, but I need to see a live candidate exercising the skills. It’s too easy to give a glowing review of past decisions that were actually someone else’s.
This is not to replace any interview process. It is meant to replace the current process of shortlisting before interview. Today recruiters spend around 3 seconds looking at a resume before deciding whether to go ahead with an interview or not when there are 100s of applicants in their job post. It's expected today that the candidate will make a killer resume with design thinking and spend hours in customising it only for a recruiter to give the person a chance in 3 seconds.
One of my co-founders is a recruiter and I have seen her choose candidates. The best bet is LinkedIn relevance, where if you put enough skills in linkedin, doesn't matter if you know any shit or not, you will be in the top.
Also, even if a person can clearly explain the decisions taken by his teammates and tell the process followed, outcome measured, the person understand the stuff. That is a good indicator to move forward for an interview IMO. What do you think?
Things are gonna get pretty silly when we've got companies using services like this to analyze candidates' answers, and candidates using their own chatgpt based tools to generate those answers.
Good point and the industry at large is trying to find solution to these. In very near future, we would need to assume that the candidate will use ChatGPT like tools to their advantage and we will know they will have that tool while they work. Maybe we would eventually move towards more of "submit a video explaining it" kind of mode where we can apply AI on the transcript. Not sure if that is a good experience for candidates or not. In our current solution the candidate doesn't have access to the evaluation criteria, so unless the candidates understand the facets of the question, it will be hard to be scored anything more than 5.
We also have a lot of AI content detector tools and then there are techniques to avoid them, so the AI Hide-and-Seek will continue for a while I believe before a regulation to disclose AI generated content will come up.
But we certainly need something better than recruiters looking at a resume for 3 seconds and doing Ctrl+F before deciding whether to move forward for an interview.
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[ 2.9 ms ] story [ 33.8 ms ] threadOne of my co-founders is a recruiter and I have seen her choose candidates. The best bet is LinkedIn relevance, where if you put enough skills in linkedin, doesn't matter if you know any shit or not, you will be in the top.
We also have a lot of AI content detector tools and then there are techniques to avoid them, so the AI Hide-and-Seek will continue for a while I believe before a regulation to disclose AI generated content will come up.
But we certainly need something better than recruiters looking at a resume for 3 seconds and doing Ctrl+F before deciding whether to move forward for an interview.