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I never trust an interview process that starts with..... Send me a 3 minute video Fill out this 10+ page questionnaire Our process to hire takes 3 (OR MORE) months Complete a Marketing Plan Complete a 30/60/90 Strategy Provide your W-2 Take this Personality/Spelling/Math/Sudoku Test If an employer is interested in you based on your history, skills, accomplishments and talent, they'll talk to you first. All of this other stuff is just noise. #resume #resumewriting #linkedin
People are being asked to provide their W-2 to prospective employers?!! What possible purpose could that serve other than screwing with someone's salary? That is egregious and I would definitely refuse if an interviewer requested that. HARD NO. 🚫 On that note, I can't think of a single interview in the last 3 years that I wasn't asked to complete some kind of "test" assignment, unpaid of course. These are also requests I will be rejecting in the future. Like, you already found me based on (I assume) good targeting and research that shows I fit the description of the role you're trying to fill, but now you want me to work for free before I even have a single paycheck from you?? That's gonna be a nah from me too, dawg. ✋🏼 As Run the Jewels said in 'Nobody Speak': "I don't work for free I am barely giving a f••• away"
Rarely do I get past these tests the moment I see them
I have hired 100 executives and many sales professionals. I never even discussed the resume. I screened them initially by the resume and it met my baseline for an interview. My next step is to uncover qualities that I cannot teach. I’m not looking for them to recite the company values 😂. Instead, I want to know theirs and how it compliments not duplicates. I call this Value Diversity—isn’t this what diversity is really about? 90% of those I hired were top performers. What’s also unique, I conducted 1 interview before offer. On average, I offered 10% above what was advertised. I always under promise and over deliver. Interesting how this set the foundation for a trusting relationship and desire to perform at a high level.
I was sent a test from a company recently, they said in order to schedule an interview I needed to have this test completed. I received a rejection email 2 minutes after I had completed the personality assessment. I have no idea what the results were and the recruiter would not even talk to me after. They did not even take the time to know me or find out who I was or what my skill sets were. So discouraging. The humanity has been taken out of so many job searches, getting to know candidates has gone to the wayside. Learning and actively listening has been replaced by automation and assumption.
I pulled out of an application process because they wanted me to write paragraphs on my projects and the outcomes to continue the interview process. I could have done it...but it did not guarantee an interview. Also, I asked about the salary range before we started the process to respect both parties' time. The recruiter told me to discuss that with the hiring manager during the interview. Now, could you go back to the beginning of this paragraph to understand what I needed to do to get to the discussion? I just wanted to let you know that I am not interested.
Prioritizing direct communication in the hiring process is key. Starting with a phone or video call offers quick and efficient assessments, builds a personal connection, and allows real-time interaction for dynamic exchanges. Candidates often find this more comfortable than extensive written tasks. Yet, it's crucial to recognize that different roles may require varied evaluation methods. Some need extra assessments for specific skills or cultural fit, especially in specialized positions. It's about striking a balance between streamlining the process and ensuring a comprehensive evaluation tailored to each unique role. In the end, the goal is to align with the company's needs and the nature of the role. Tailoring the process leads to a more effective and fair evaluation of candidates.
My favorites in my search so far have been (in the same application): 1. What song would play when you enter a room? 2. Complete this assignment (only 2 hours) Nope.
I understand the sentiment of the original post, but I think it's important to remember that the interview process is a two-way street. Employers need to make sure that the candidate is a good fit for the job, and the candidate needs to make sure that the job is a good fit for them. Asking for a 3 minute video, a 10+ page questionnaire, a marketing plan, a 30/60/90 strategy, and a personality/spelling/math/sudoku test can help employers get a better understanding of the candidate and their skills. It can also help the candidate get a better understanding of the job and the company no just a paycheck or subject candidates to one call hire process cultivating bias.
I recently went for an interview with a 6 stage process to be successful... is that normal? And one stage wasnt even sudoku!
Chief Business & Product Officer @ Zensai | 2.5xIPOs 😆 | 3xCMO | Ex @Salesforce @WeWork @LinkedIn @Box @Matterport | LinkedIn Top Voice | 2024 SaaSiest Man of the Year | Dad | Runner | Made in Denmark 🇩🇰
9moTotally spot on.