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Old 07-20-2012, 03:16 PM
 
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Quote:
Originally Posted by veuvegirl View Post
I would imagine your process takes so long that the 'ideal candidate' will have accepted another job by that time.
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Old 07-20-2012, 05:03 PM
 
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Quote:
Originally Posted by veuvegirl View Post
I would imagine your process takes so long that the 'ideal candidate' will have accepted another job by that time.
let me lay out the timeing and you tell me what you think.

Lets say we have a a need for a person in a non skilled or certfied position.

The manager for that era will make the request and it's sent to corporate for operation, financing, and Admin/HR approvals. I believe EVERY SINGLE COMPANY does this so its nothing extra.
Upon approvals, HR will post the psotion with local sources, industry sources and wherever they think they will reach the bulk of qualified candidiates. Once again, this is probably what every company does so so far we are on an even keel with everyone else.

They will notify the contract processor with the minimum qualifiactsiosn so those who are not qualified won;t even clog up the hiring process. there will be a response period usually 1 week, 2 week and 3 weeks. The 1 week are usuallyt he bulk of the responses. Week 2 are usually for those responding from outside the region and week three are fro thsoe being sent from special sources (where delays occcur) such as veterans employment groups, disability assistance groups, and such. But at 3 weeks we belive we will get all the applications that may come in. The rpocessors have been removing the unqualifed as they arrived so there is no delay in the process with that step.

As they are cleared, they are sent to our corporate office where the staff codes the resumes based on specific criteria. because many positions require a understanding of specific equipment, processesd and skills, the staff is essentially turning the words into a score. they aslo "translate" terminology that may be regional or specific to one source. Example militray veterans may often use the identifier of equipment X-1234, M-9876, or slang Big Bertha, Knee Slicer to describe equiment and our staff quickly (from experince) converst that into civilian terminlogy. Also, some positions are in foreign countries and the manager of that center or opertion may not speak english and translatingt he key elements into their natove language assit them in not missing important and vital information on a candidtate especially if the importance can be lost in "field" translating. This part is kinda unique to us as most companies probably don't have worldwide offices or hire on a worldwide basis to imprve the candidiate pool of qualified persons. This is happening as the information is being sent from the processor. IF the response is overwhelming, they may batch process them. that scoring and the resumes are forwarded to the manager, usually within a few days of receipt.

As the manager gets them,they reveiw them like any manager would. They will cull the herd down to a more managable number. The time it takes depsond on the managers needs, but usually within a week or 2 they have a smaller pool. The manager will aslo based on the position and skills required, find 2 employees, one in a direct similar position and one in an associated position to perform the pier interview. The manager will send the lst to the center admin staff who will schedule them for interveiws with themanger. Once again how long this takes depends on operational priorites, availbality of the candidates and usually things. I donl;t think this opart is any more or less what any similarly situated company would be doing.

The candidate is interviewed and the manager makes their notes and scores the candidate. The manager interviews based on what they need to know to make their decission. Based on the manager's interview, he selects what is called the main list, usually about 20 or so, A pier interview is scheduled for those candiates.

At the peir interveiw, the two employees are tasked with discussing and talking to the candidate about their specific skills their work. A person being hired to move aircarft will be speaking with someone who moves aircrafts so they can communicate as equals. This enables the candidate to talk to a person who knows exactly what they are saying, explaing, and discussing. the associated interview person is there mainly to talk enviroment, the company, basically feeeling outt he person. One very important part of this that we discovered is allowing the candidate to size us up as well. If they ask how hard is the boss, we tell them he;s a b-buster, don;t expect Mr nice guy. the company wants us to make sure the candidate also knows what they are getting into so if they can;t take something, they walk now instead of later. Since this is an open exchange, nothing in that interview leaves the interview. the managers are prohibited by company regulatiosn from even asking us what was discussed. After the interveiw we score them on a set list of items. That si all anyone knows of what happened in the room. This part of the process may add another week above what other companies do.

The next opart si our scores and the managers scores are sent to HR who simply adds them up and produces the final list (based on the scoring matrix) for the pool. The manager receives the score and at this point they can just make their selection or they can call back the top ones for interviews. Unless they see something wacky on the scoring, or their score and ours are so far apart, they generally know who the best candidate is. One the slection is made, Admin is notified and they send the notice to the candidate. From that point on its all a atter of how quicky the things can get done for the person to start. This does take at least 30 -45 days doue to background check, drug testing, security checks, passport checks, etc, etc etc and negotiating their emeplyment contract.

Overall, because our hiring is trageted and specific, we don;t waste time having resumes sitting around until soemte acts on them. So I think the added pier interview is maybe the only item that really is unique to add tome and thats usually only a wekk maybe.

Is it really that long and complicated a process? especially since this process is being shown start to finish. I would think that many people only see parts of the their process and really don;t know everything their company is doing behind the scenes. This is the only way I know so it seems normal to me.
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Old 07-23-2012, 02:38 PM
 
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Quote:
Originally Posted by Trip Mcnealy View Post
The absolutle best way to get hired is pretty much to skip all that stuff in the OP, try and network your butt off, and make your first interview with the ultimate decision maker.

the 3,4 even 5 interview process is a total waste of time.

Agree with what is in bold.
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Old 08-11-2012, 05:48 AM
 
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Quote:
Originally Posted by Randomdude View Post
What Im saying is you have too many hands in the pot. Its going way beyond "most qualified" to "who can make it through the gauntlet of people they need to impress".

When you have to start interviewing with 3 or 4 different layers, simply being qualified has went way out the window in favor of who can BS the most amount of people.

At the end, you are going to get someone who "fits your corporate culture" and may have the minimum qualifications, but not neccessarily be the best qualified to do the job.

If you are looking for the perfect "yes man" or "drinking buddy", I would absolutely recommend this method.

Agreed.
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Old 08-11-2012, 05:54 AM
 
26,590 posts, read 54,571,346 times
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We have different practices for different job categories. But the best way to get a job at my company is through a referral from someone already working for us who worked with you in the past. That will at least get you an interview. We figure that our current employees don't want to work with slackers and jerks who will only cause them more work or grief, so they're only going to refer someone who they'd want to work alongside again. It's been very, very effective, and to be honest, at least 3/4 of our jobs never get advertised because we fill them through an inside referral.
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Old 08-11-2012, 06:19 AM
 
Location: Out West
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Quote:
Originally Posted by Randomdude View Post
The OP method is ridiculously drawn out, and thats exactly how companies end up with nobody "qualified". After 25 layers of people/machines are done chipping away the "undesireables", its surprising anyone ever even gets an interview, forget about being hired.
I'm going to have to agree with this...and for the exact reason stated later: WAY too many hands in the pot. This needs to be simplified. It should be easy to pick off quite a few just from their resumes. From there, you set up people who you are interested in interviewing. If you want more than one person, have them interview with 2 or 3 people on their interview. You may even have them then interview with the Director, after that, but that should really be all. Four or five interviews is ridiculous.

Also, OP, when you said, "pier" did you mean "peer"?
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Old 08-11-2012, 09:19 AM
 
852 posts, read 1,558,757 times
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Quote:
Originally Posted by Randomdude View Post
The OP method is ridiculously drawn out, and thats exactly how companies end up with nobody "qualified". After 25 layers of people/machines are done chipping away the "undesireables", its surprising anyone ever even gets an interview, forget about being hired.
What the OP described is the norm for software engineering positions. Plenty of people get through it and get hired. But plenty more who aren't qualified don't get hired.
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Old 08-11-2012, 10:01 AM
 
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{PacificFlights is touting 'progressive, forward thinking'? That's a laff}
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