I like the approach in this post. It sounds more reasonable.
I dislike the term, "screening." It's not a good feeling for the interviewee to know that they're just being filtered before they get an interview. That the person interviewing them doesn't even believe that they can do their job properly. Screening reinforces the notion that the interviewee is just another rat in the race and that you, the interviewer, barely have the time to see them. It's an ugly, loaded term and I really don't like even hearing it.
The traditional hiring process is a problem that goes both ways. It's nerve-wracking and emotionally draining for the person being interviewed and it's a time consuming risk for the person interviewing. The interviewee has to spend time crafting their CV, prepping themselves to answer a slew of random esoteric and useless trivia, and drag themselves to countless appointments. The interviewer has to sift through innumerable resumes and figure out which ones fit, sit through dozens of interviews, and then gamble that the person they've selected isn't going to waste a whole bunch of time and money.
I think it's a search problem. At least for hiring programmers I think it's possible to filter incoming applications to your specific requirements. It should be possible to rank those submissions within your query. Then you should already have a good idea of how many interviews you will need to do and you can skip past the "screening" process.
At least, I hope. I've been putting some back-40 hours into figuring out this problem. :)
I dislike the term, "screening." It's not a good feeling for the interviewee to know that they're just being filtered before they get an interview. That the person interviewing them doesn't even believe that they can do their job properly. Screening reinforces the notion that the interviewee is just another rat in the race and that you, the interviewer, barely have the time to see them. It's an ugly, loaded term and I really don't like even hearing it.
The traditional hiring process is a problem that goes both ways. It's nerve-wracking and emotionally draining for the person being interviewed and it's a time consuming risk for the person interviewing. The interviewee has to spend time crafting their CV, prepping themselves to answer a slew of random esoteric and useless trivia, and drag themselves to countless appointments. The interviewer has to sift through innumerable resumes and figure out which ones fit, sit through dozens of interviews, and then gamble that the person they've selected isn't going to waste a whole bunch of time and money.
I think it's a search problem. At least for hiring programmers I think it's possible to filter incoming applications to your specific requirements. It should be possible to rank those submissions within your query. Then you should already have a good idea of how many interviews you will need to do and you can skip past the "screening" process.
At least, I hope. I've been putting some back-40 hours into figuring out this problem. :)