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A few months ago I interviewed for an entry level position with a major publicly traded insurance company. My experience in the process was OK, but I was surprised how many people I was passed off to.
The initial recruiter
The person who gave me the assessment testing
The person who did my background
The person who gave the first phone interview
The other person who gave the second phone interview
The three people during the panel interview
It costs a lot of money to hire and train an employee. It's more cost effective to spend more time in the hiring process in order to be sure about the hire than to bring on the wrong person. Having a number of people to provide feedback during the interview process helps mitigate the chances of a bad hire.
Even if I'm 100% absolutely sure about someone, I still have them interview with one of my partners, and have an administrative person do the various pre-employment verifications.
I am closing in on a job and so far I went on 3 interviews with a 4th one coming up next monday.
1st interview= account manager and the key account manager
2nd interview = the USA manager
3rd interview = informal interview with account manager and USA manager
4th interview = will be with the UK credit and logistics manager.
Yes and the increased hoops and longer interviews have not helped in reducing the number of bad hires. If anything they result in frustrating applicants and causing companies to loose the more qualified candidates in favor of more desperate ones willing to put up with their crap.
Yes and the increased hoops and longer interviews have not helped in reducing the number of bad hires. If anything they result in frustrating applicants and causing companies to loose the more qualified candidates in favor of more desperate ones willing to put up with their crap.
Do you hire people? It usually takes me 3-8 weeks from the time I place an ad until I make a hire. The process works like this:
Place ad.
Wade through 500 resumes, 200 are discarded immediately because they don't include a cover letter, even though my ad specifically states the requirement for one. Another 200 are discarded because they don't meet even the minimum requirements for the position.
Look at the 100 that are left and set aside the 20-30 that have cover letters that actually make me want to look at the resume.
Review those 20-30 and chose the ones I want to interview. Set up a phone interview with the 8-10 best.
Perform phone interview, narrow the field.
Have the top 2-3 come in for an in-person interview. (usually I've decided about half of them aren't the right person by the time we're three minutes into the phoner.)
Choose the one I really like, maybe top two. Set up a time for one of my partners and I to do a casual interview with the top one or two choices--Usually at Starbucks or similar.
Make a decision, extend and offer and negotiate salary.
Perform background check (references) and drug screen. By this point I've already looked at their Facebook and LinkedIN profiles.
Set a start date.
I have other responsibilities than hiring people, and travel 50-60% of the time, so guess what? Sometimes they just have to wait. And if they can't accept that, then they can go apply someplace else, because it will be very similar with our customer base. Trust me, I've been able to recruit amazing talent. (We are on track to make 600% more profit than we did last year.) I don't think I've missed out.
Do you hire people? It usually takes me 3-8 weeks from the time I place an ad until I make a hire. The process works like this:
Place ad.
Wade through 500 resumes, 200 are discarded immediately because they don't include a cover letter, even though my ad specifically states the requirement for one. Another 200 are discarded because they don't meet even the minimum requirements for the position.
Look at the 100 that are left and set aside the 20-30 that have cover letters that actually make me want to look at the resume.
Review those 20-30 and chose the ones I want to interview. Set up a phone interview with the 8-10 best.
Perform phone interview, narrow the field.
Have the top 2-3 come in for an in-person interview. (usually I've decided about half of them aren't the right person by the time we're three minutes into the phoner.)
Choose the one I really like, maybe top two. Set up a time for one of my partners and I to do a casual interview with the top one or two choices--Usually at Starbucks or similar.
Make a decision, extend and offer and negotiate salary.
Perform background check (references) and drug screen. By this point I've already looked at their Facebook and LinkedIN profiles.
Set a start date.
I have other responsibilities than hiring people, and travel 50-60% of the time, so guess what? Sometimes they just have to wait. And if they can't accept that, then they can go apply someplace else, because it will be very similar with our customer base. Trust me, I've been able to recruit amazing talent. (We are on track to make 600% more profit than we did last year.) I don't think I've missed out.
You do all that for a GENERAL LABOR POSITION??????????_LOL
You do all that for a GENERAL LABOR POSITION??????????_LOL
Of course not. Do you think that we only have people who push brooms where I work? We've also got people in sales, finance/accounting, engineering, administration, clerical, management, etc.
For general labor we go through the last half dozen resumes that have come in, pick the one who actually put down references with contact info and call them in. If they can form a sentence we send them for a drug screen and check the references. Generally it's three days from the day we call them to interview untilo they start working.
Of course not. Do you think that we only have people who push brooms where I work? We've also got people in sales, finance/accounting, engineering, administration, clerical, management, etc.
For general labor we go through the last half dozen resumes that have come in, pick the one who actually put down references with contact info and call them in. If they can form a sentence we send them for a drug screen and check the references. Generally it's three days from the day we call them to interview untilo they start working.
That's a relief because I was hoping you were not checking a Linkedin profile for someone trying to be a janitor-lol
That's a relief because I was hoping you were not checking a Linkedin profile for someone trying to be a janitor-lol
No, but we do look to see if they have a Facebook profile. Had one guy we decided not to hire because he had White Supremacist stuff all over his page.
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