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I sympathize deeply with this sentiment.

However, let's switch modes.

Please suggest your solution for the problem of receiving 1,874 resumes for a job posting and, 42 days later, finding your likely candidate on the 244th candidate you reviewed.

Use an automated system to pick out keywords and phrases. Put first 25 in that stack aside. Send a rejection notice to everyone else. The issue is not finding a candidate, the issue is leaving everyone else hanging while you find that candidate.

What if my stack of 25 turn up only unqualifoed people who know to submit keyworded documents? Aren't we now un-rejecting people just like the linked article satirizes?

I feel like such an automated approach is roundly criticized by HN on a regular basis.

I guess my point is that when you're dealing with this, there are no popular solutions.

Un-networked job seekers need thick skin.

Once you find the 1-N candidates you were looking, you "close" the search, and the system sends an automatic reply to all the rest. Not very complicated.u

Agreed, thank you for clarifying that.

If the job is important simply task more people and resources to find a candidate. I feel like many companies hire "lazily" where they'll have one person peruse applicants over the course of weeks or months. This is completely disrespectful to candidates, many of whom are not in a position or circumstance to desire being unemployed for that long.

If the job is in fact unimportant, stop pretending like its the bloody presidency and accept candidates who can be trained into it immediately.

In my experience, it can be useful to include a request for (straightforward) additional information to be included with an application. I use a fizzbuzz style question that can be described in a couple sentences and solved by a competent programming in under 5 minutes. Anyone who doesn't include at least an attempt at an answer can be auto-screened. That usually cuts out the majority of applicants, since most are just shotgunning every available job.

Please suggest your solution...

This is completely unfair. GP is not an HR professional by any indication. If your accountant says your website looks ugly, do you hire them as your designer?

Lmfao dude, these days, if you want most people to take you seriously, you need to criticize AND suggest alternatives.

Anything else is just complaining.

I don't need to know the minutia of a specific field before I can criticize and suggest alternatives.

An accountant does not need to know node before offering comments on site usability, feel, performance. Nobody is hiring them to execute a redesign. They're asking them for an idea on how to improve.

So you have to be able to fix something before saying it sucks? You must be busy in the "Counterfeit items on Amazon" threads.

Hmm, no that's actually the opposite of what I was saying! The parent above me seems to have been saying that?

It's also unfair to criticize things as broken if no reasonable alternative exists. Should people get hate mail or get called "lazy" for failing to solve all of the world's problems?

Probably not. But, in practice, yes.

Don't post your job application to places that will get you 2k applications for a single position. Attach an automatedly tested small task to be submitted with any application.

When you get a successful candidate automatically inform everyone else still in the running that the position has been filled.

What's the hard part?

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