How about interviewing as a service? – Part I

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There are many parts of recruitment that are outsourced. Outsourced to people who have little to no knowledge of what kind of people are required for the job.

So the effects are, requirements like this:

1. Do you know Java?

2. We’re looking for a .Net person for this project.

Would a resume which has no such keywords like Java, .net, etc. be even filtered into our recruitment process. Imagine a resume which states things like Object oriented principles like Law Of Demeter, Tell don’t ask principle, Liskov’s substituition, Refined Unit Testing, Test Driven Development, etc. I’m sure 99.9% of such resumes will be filtered out.

In the previous example 0.1% of resumes escaped due to some mistake in the filtering software/process.

You’ve already lost some good programmers. Congratulations.

Next up is the interviewing process..

3/4 companies do not have coding as part of the interviewing exercise. That is fairly irrelevant, isn’t it? You can judge a person from his body language, confidence in his language ability, etc.. right? Right.

There are couple of reasons why this is happening.

1. Already our outsourced business principle has made programming one of the clerical jobs. Programming is a necessary evil you need to go through in your pursuit of becoming a manager.

2. All companies are virtually the same. You can hardly differentiate one from the other.

So interview is done. Wonderful. Our candidate has been hired.

Next up, he refers people similar to him for the job. In this revolutionary referral process, the only motivating factor is money/reward. So you mostly get people referring for reasons other than improving companies culture and stuff..

Well.. we’ve been extremely happy with such process till now. Since the demand has been high, we did not really care.

But for longevity this wouldn’t work. So the process has to be refined to not filter exceptional candidates. Move away from the sub-standard and mediocrity encouraging framework of recruitment.

For companies/people interested in solving this.. I’ll try to touch upon the solutions/theories in a series of articles. Your suggestions/case-studies are also welcome.

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3 thoughts on “How about interviewing as a service? – Part I

  1. Good one Satya.
    I always had this thought in me. If we are focusing on long, stable and successful run as best outsource country, our current process will not help. We need programmers with passion and not personalities with fashion.

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