Wonderful read - so well written, I half think it might have been a yarn spun by a professional writer. However, the description of the experience was enough to tell me that this could very well be an honest telling of real events.
A few things that are terrible here from the recruiter side
1. Front loading the tech assessment to the beginning of the process
Employers should never ask this of candidates after a 10 minute phone screen. There has be at least some reciprocity before asking a candidate do in effect work some labour for you as a demo. I get it that FAANG might do it, 'because they can' but still it is bad practice because it generates bad experience
2. Automated rejection after work done
Terrible in every case, but egregiously so after the candidate has done hours of work on the tech / psychometric test. Phone call required or personal email required here.
3. Poor CRM / Recruiter Coordination
'Dave' had his auto scheduler on, which obviously wasn't connected with whatever Sally was using. Deeply frustrating for candidates to have update two recruiters in the same employer that he was already in process with that employer. That's a broken system folks
1 and 2 are examples of 'over optimisation' for recruiter efficiency, total neglect over candidate experience. 3 is just a bad system or more likely, two entirely separate systems used by recruiters who never talk to each other.
Wonderful read - so well written, I half think it might have been a yarn spun by a professional writer. However, the description of the experience was enough to tell me that this could very well be an honest telling of real events.
A few things that are terrible here from the recruiter side
1. Front loading the tech assessment to the beginning of the process Employers should never ask this of candidates after a 10 minute phone screen. There has be at least some reciprocity before asking a candidate do in effect work some labour for you as a demo. I get it that FAANG might do it, 'because they can' but still it is bad practice because it generates bad experience
2. Automated rejection after work done Terrible in every case, but egregiously so after the candidate has done hours of work on the tech / psychometric test. Phone call required or personal email required here.
3. Poor CRM / Recruiter Coordination 'Dave' had his auto scheduler on, which obviously wasn't connected with whatever Sally was using. Deeply frustrating for candidates to have update two recruiters in the same employer that he was already in process with that employer. That's a broken system folks
1 and 2 are examples of 'over optimisation' for recruiter efficiency, total neglect over candidate experience. 3 is just a bad system or more likely, two entirely separate systems used by recruiters who never talk to each other.