Hiring · Recruiting

What has changed about the hiring process?

Esther Schindler I'm good with words.

November 21st, 2016

I’m writing a white paper about “the new ways of hiring.” I’d like input from people who have been on both sides of the desk, both as employers and applicants. If you’re involved in recruiting, that’s even better; I have additional questions to ask you separately. 

•    What do you see is changing in the world of hiring? Not necessarily good or bad: Just different. What’s behind those changes?

•    What do you perceive as “broken” in the current methods of recruiting? What caused those things?

•   How have you changed the way you look for people to work for you (if you are on the hiring side) or the way in which you look for work?

•    What are the analytics that matter, in hiring? What are distractions or negatives? Why?

•    What are the weaknesses? What do we (all) need to get better at?

Note that I’m not looking for frustrations that have been around for a long time, such as ageism or sexism. They may be factors in the need to change, but my attention is how (and if) we’re thinking differently about how to hire. And since this is primarily for and about the tech industry, that means we reach for computing solutions to help us improve the hiring process, with companies investigating scientific interviewing and assessments to their talent acquisition efforts. If, indeed, they actually do help us improve.


So, willing to take a stab at answering my questions? I invite your responses, privately or publicly, with or without attribution.

Peter Kestenbaum Advisor, Investor, Mentor to Emerging firms

November 21st, 2016

Esther ... seem to asking monolithic questions for a multi dimensional topic.. hiring... What are you hiring for? a senior exec? a staff person... someone who is going to be with you an extended period of time.... are you hiring to fill a skill set or for another reason ( a manager, mentor, team leader, sales... and just in sales am I hiring because I am looking for someone with contacts or a high energy door knocker or a solution sales guy vs a coverage type sales guy... ergo I think the first question you need to ask is how you approach hiring and recruiting not the characteristic you use in doing it pk