Re:Recruiter Disruption Rant
by PaulRobinson on Tuesday September 18, 2012 @07:18AM
(#4537385)
Too many people have put too much stock in the fact Facebook was mentioned.
Let me rephrase it: I want to see HN, github, blogs, twitter feeds where they talk about tech and work and so on.
I'm not going to demand access to Facebook. I'm going to look at their public profile. If they add me on Google+ I'd expect to be in a circle for bosses/peers, and to see stuff that's pertinent, not pictures of their goldfish or what they had for dinner last night.
Is that still open to prejudice? Sure. Am I going to exclude people who are competent but I might not get on with? Possibly. But isn't that actually a good idea? Would it not be crueller for me to hire a waterfall tech who hates agile and who really wants to work in Enterprise IT rather than startup development, and for both us to be really miserable than for me to just realise early on that despite his CV scoring high on the startup development bullshit-bingo cards, they are simply not going to be a great fit?
I have never - and will never - hire/fire or select interview candidates based on religion, creed, gender or even necessarily experience. It's about ability, mindset and evidence of performance. Every time.
Let me rephrase it: I want to see HN, github, blogs, twitter feeds where they talk about tech and work and so on.
I'm not going to demand access to Facebook. I'm going to look at their public profile. If they add me on Google+ I'd expect to be in a circle for bosses/peers, and to see stuff that's pertinent, not pictures of their goldfish or what they had for dinner last night.
Is that still open to prejudice? Sure. Am I going to exclude people who are competent but I might not get on with? Possibly. But isn't that actually a good idea? Would it not be crueller for me to hire a waterfall tech who hates agile and who really wants to work in Enterprise IT rather than startup development, and for both us to be really miserable than for me to just realise early on that despite his CV scoring high on the startup development bullshit-bingo cards, they are simply not going to be a great fit?
I have never - and will never - hire/fire or select interview candidates based on religion, creed, gender or even necessarily experience. It's about ability, mindset and evidence of performance. Every time.