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It's very nice to see hiring advice based on data rather than anecdotes. But I wonder if the process described in the article is pre-selecting for people who are out of work and desperate, rather than currently employed and casually looking for something better.

From the article: > Our process has four steps:

> 1. Online technical screen.

> 2. 15-minute phone call discussing a technical project.

> 3. 45-minute screen share interview where the candidate writes code.

> 4. 2-hour screen share where they do a larger coding project.

Then later:

> ...we can't afford to send people we're unsure about to companies

Does every applicant in this system really have to go through four rounds of screening before even talking to someone who works at the actual company? I can't imagine doing that unless I was desperate.




>> ...we can't afford to send people we're unsure about to companies

>Does every applicant in this system really have to go through four rounds of screening before even talking to someone who works at the actual company? I can't imagine doing that unless I was desperate.

And from the candidates' viewpoint: That headhunter made me waste 3 hours on screening and didn't even get me a phone interview. Why am I wasting time on this?

I realized another problem. You're trying to predict WHICH PEOPLE WILL GET HIRED BY YOUR CLIENT. That's a completely different outcome than trying to pick the people who are the best workers. If the employer's process is defective, your pre-screening is just reinforcing that bias (albeit improving your "efficiency" as headhunters).




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