Comments
Stop Recruiting, Start Connecting
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batye
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batye,
User Rank: Ninja
8/4/2014 | 1:25:27 PM
Re: Stealth candidate
interesting point, as the process itself is not a simple one...
moarsauce123
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moarsauce123,
User Rank: Ninja
8/1/2014 | 3:43:14 PM
Stealth candidate
The reason why most candidates do not bother with interviewing is that they don't have to and the process of polishing that resume, doing a phone screening, a one on one meeting with HR, another interview with the hiring manager, another interview with peers including a skills test, followed by who knows how many more interviews...just to get offered a temp to hire opportunity.

Companies should get everyone in a room and then talk to the candidate. Ask questions and listen to the answers, then turn that around, have the candiate ask questions and then give answers.

OR: hire straight out of college and train your new employee the way you want. That will be more promising to find the ideal candiate than hoping that she or he magically shows up and begs for a job.
WaqasAltaf
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WaqasAltaf,
User Rank: Ninja
7/31/2014 | 10:05:48 PM
Re: Stop Recruiting, Start Connecting
Chris, yes that is surprising and even I would have not been initially able to relate the need of CIO or senior IT management team member sitting on the interviewing panel. In fields where you have surplus labour in the market, you can screen out a candidate if IT feels that the person is not suitable enough because that is what the new panel member will do; extra screening and eliminating candidates. If intention is only to get the candidate introduced, then there isn't any problem.
WaqasAltaf
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WaqasAltaf,
User Rank: Ninja
7/31/2014 | 10:00:59 PM
Re: IT
Bhori, I will count that as a negative in the hiring process. May be the colleagues would want the candidate to stay out of the company if they feel he or she would not gel in with them and that's the way when the company might lose a professional who is competant and does not think conventionally.
WaqasAltaf
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WaqasAltaf,
User Rank: Ninja
7/31/2014 | 9:58:24 PM
New angle
I like this concept of convincing candidates. People like software engineers or lets say almost every skilled professional is concerned also about their JD and the possible learning opportunities. Money and designation aren't always the critical factors. 
Bhori
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Bhori,
User Rank: Ninja
7/31/2014 | 8:30:14 PM
Re: Hidden gems
 reps that I would talked to were clueless on the software and projects that I had managed, even less regarding certifications.


Mejiac: And this is what get some very good prospects uninterested in the position and projects a negative impact of the organization. Company's impression on candidates is as important as on customer or someone else outside the organization, as they would also share their screening or hiring experience with their network.
Bhori
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Bhori,
User Rank: Ninja
7/31/2014 | 8:02:19 PM
Re: IT

In those old days it was as first you recruit and then connect.

@ Hammy: Very well said. Glad that this is changing. I remember the time, when team was surprised with a new member, which they find very different from them and their needs either, and the politics of power and survival began

Bhori
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Bhori,
User Rank: Ninja
7/31/2014 | 8:01:30 PM
Re: Hidden gems

IT people have a very myopic view about assessing people. They'd only focus on the technical part and not on the overall personality.

@tzubair: Agreed, this isn't just the problem of IT but almost every department. In my organization, department people and heads assess the candidate on technical grounds and ability to fit into team. Afterwards, HR assess the candidate on personality, suitability to organizational culture and negotiations of benefits.

 

JoshuaFox,RightJoin
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JoshuaFox,RightJoin,
User Rank: Apprentice
7/31/2014 | 3:43:43 PM
Connecting professionals
Glad to see these positive comments.

This is exactly why we created RightJoin.io -- to make it easy to connect professionals outside the company to their peers inside it.

We all know that the best hires come from conversations between professional peers, for example people you run into at  a conference.

We saw the need for a toolset to let software engineers and other IT folks reach out and connect into the company to learn what it's like -- recruiting as it should be.
Susan_Nunziata
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Susan_Nunziata,
User Rank: Strategist
7/30/2014 | 10:39:06 PM
Re: Examples?
@Jack: Thanks for the examples, really enligtened approach here...good to see. Looking forward to learning more about RightJoin soon. Do keep us posted.
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