Odessa Regional Medical Center’s Post

#FirstTimeRecruiting and unsure where to start? 🤔 Don't worry, we're here to help! Learn about the essential steps of the hiring process, from sourcing candidates to conducting interviews and making offers. ✅

Racing for top tech talent? Ensure your interviews stand out! Stay a step ahead of competitors with exceptional candidate experiences. #TechRecruitment #InterviewExcellence #InterviewasaService #InterviewOutsourcing #InterviewService #FloCareer #FloCareerInterviews #Hiring #TechHiring

Dear Hiring Managers, ⭐ Star candidates are interviewing YOU too. In fact this is not a job interview, it is a ‘meeting’ between 2 professionals. ✅ Be interested in them, take time to study their resume, listen and learn about the person and not the qualifications, ✅ Build a relationship with them from the beginning, ✅ Be organized and prepared AND on time! (it will be noted), ✅ Talk about all the great stuff you put in your advert (tap into the candidate’s hot buttons), ✅ Share your success stories ✅ Introduce them to your team ✅ Take them for lunch. ✅Make them feel special. If you want the very best people, you've got to work for it! 💪

Often these coding exercises are based on things like fundamental programming too. Someone who has 10+ years experience, and good tenure at a reputable business where they can show examples of their work and impact made in my opinion, does not need to be put through the wringer. I belive coding exercises are appropriate for early career Engineers / Developers but why do companies insist on running these assignments/tests for seasoned professionals? To all the Heads of, and CTOs in my network, please share your reasoning... #coding #assignments #hiring

How you think to solve problems is not useful for interviews A customer doesn't care how we think to build a product or how we build it. They care about the outcome. I don't care how you think–I'm not a psychologist. I only care that you can think through a problem. The "explain out loud" part of a DSA interview is, for me, the most stressful part. For a new problem, my brain does not think in linear steps. So, to stop thinking just to organize my thought process into sentences slows me down considerably. It interrupts my actual thought process. I'd say the non-linear thinking is an advantage that allows me to jump in and solve problems that have blocked others for days. Having to step through something linearly undermines that ability. Doing so doesn't indicate how I actually solve problems. If I can sit down with a problem and take my time to solve it, I can truly understand it. Then, I can explain it to others in a way that makes sense to them. Solving problems, then explaining how, in simpler terms, is a large part of my job, mentoring others, and posting on LinkedIn. Solving problems while simultaneously explaining how is not part of my job.

Coding interview should be a snippet of the work that you are expected to do i.e., implement an api call or solve a toy problem. Interviewees should have access to all tools they would while working - google, stack overflow, chatgpt etc. Solving some absurd DSA problem without using the internet tells nothing.

Carly is 100% correct that you need to think about what you are trying to learn (first principles) and then devise a way to solve that problem. For many jr to sr engineering roles, what do you need to find out? Can they pick up a story and how much ambiguity can they handle? I have always liked to give candidates "a story," and work the problem together. Think about a pair programming environment. It is a programming problem that helps us understand if they know some fundamentals that are important to the job, but it is written in story form (just as they do in an agile environment) and comes with prepared test cases (They should be able to provide their own too). The pairing aspect also lets us get to know a bit about what it is like to write code with them. I 100% agree with the premise that many coding interviews are not actually providing the insights that interviewers believe they are. But I believe there is a middle ground between ineffective interview practices, and not having engineers write code prior to hiring. What do you think?

If you're hiring for creative roles and you're not asking for their portfolios, you're going to hire the wrong talent. 1. Ask for their portfolio 2. Make sure their portfolio has work similar to what you need 3. Have candidates explain their portfolio in interviews

The hiring process certainly needs to be improved and expedited... Hiring managers should consider: -Not ghosting candidates -Speeding up the interviewing process -Improving the onboarding process (Often, a poor onboarding experience can lead to candidates leaving between 6 and 9 months). If you are serious about attracting and retaining good candidates, it's important to be open to shifting trends rather than blindly marching to the status quo of " but everyone else does it like this".... Make a difference by being different....

I find it challenging to apply for a job with everything neatly presented and then receive a reply after 3 months stating that they have decided to pursue other candidates. It would be great if practices like that could improve. What changes would you like to see in the hiring process?