Anyone out there think most interview processes are boring? Want to create a rebel brand that is inclusive for all types of candidate?

Hope my title makes sense but I'm starting a proof of concept that has the goal of diversifying the recruitment industry.

In essence, my belief is that every individual has interesting opinions to contribute to the job market, but given most interview questions are dull as you like, most people never share their interesting opinions.

My response, create a rebel brand where candidates say what they want first, rather than second-guessing the answers to boring questions!

Hit me up if you are interested! Primarily looking for a coding partner but don't let that put you off if you're not but you're interested in the concept anyway!

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    I'm not against the idea at all, in fact I agree with you. However if I put my day job hat on (product leader in a large enterprise org)... the sad reality is that (if you're applying at a big company, anyway) no-one cares about your opinion or about what you have to say.

    You're being hired to write code, not get involved in shaping the company vision, direction, policies etc. And also (again the caveat being a big company) there will likely be an engineering leadership chain whose job is largely to be the people that have opinions on things like architecture, frameworks, development philosophies etc.

    In a large company environment if you're being hired as a "coder" (your words not mine 🤪) then all the recruiter wants to know is how proficient you are with the languages and frameworks etc that they use at that company. Hence.... boring as shit questions.

    Maybe what you're talking about isn't aimed at big enterprise and if so then who knows. But either way I think you'll have a tough sell.

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      In my experience it's the same for startups. There are rare exceptions of course, but in general nobody really care about anything from a developer except that he knows some boring tech. Even if they pretend the contrary. The funny thing is: it's rare that projects go wrong because the developers don't know what they're doing. If the product is sh*t and bloated with useless functionalities no developer can save it.

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        it's rare that projects go wrong because the developers don't know what they're doing. If the product is sh*t and bloated with useless functionalities no developer can save it.

        So true!

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      Hey Mick, really appreciate your reply and it's very interesting to me. (it also made me think I got the wording wrong in my original post as it wasn't directed at the coding industry specifically, but I think the issue is with interviews in ALL industries. The post was then aiming to appeal to potential coding partners who agree with the point for all industries!) Your comment is already hugely helpful to clarify that!

      Quick point to clarify with your company in any case, do you take any employees directly from school/university or as coding is more specialised, do most of your employees already arrive with some experience?
      My target audience is really young people entering their career

      I'm also interested in how your company approaches talent development if more junior employees are not there for ideas but more to get work done?

      None of this is intended to be provocative btw, genuinely just really interested to get as much input as possible!

      1. 1

        No same here; not meaning to be argumentative at all.

        1. do you take any employees directly from school/university - Yes, recently we've been taking graduate cohorts and also cohorts from these new type of code bootcamps that have become popular. However we do sway towards bringing on people that have experience at other large companies.

        2. In terms of development, we identify people based on their ability to lead, ability to deal with senior stakeholders and also of course on their technical chops. When someone is able to mentor more junior devs and interact with senior non-technical stakeholders as well as having sound technical intuition then progression normally happens.

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          Really interesting on both angles

          Re: 1, how do you evaluate if no coding experience? and what's your company's approach to diversity?

          Thanks in advance for all your time answering these too btw! :D

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            We don’t take on anyone with absolutely no coding experience. They’re either from university or from a code boot camp. To assess we have standardised “tech tests” which are the same for everyone who applies and we also have a group session where the candidate will work on a problem with other senior devs.

            As far as diversity goes, we hire the best people we find regardless of any other factors. As such, in our dept we have a spectrum of genders, colours, religions, sexual orientations and beliefs.

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              Really helpful and thanks for taking the time to reply to me - massively appreciated :)

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    I deeply think that hiring processes (especially in IT) are totally broken. I guess there is some money to be made there, especially if you're convincing enough to push people to change their view on the matter. Easier said than done, of course.

    1. 1

      I also just saw your blog post about questions to ask at interviews - I'd definitely be keen to share a few ideas as it seems you have some interesting opinions on the interview process!

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      Hey Matthieu, thanks for your note. I just had a look at your blog and wondered if you may be interested to have a chat about a project I'm working on?

      I saw you wrote "I like helping people, too. If I can make the world a better place, I would consider my life a success." As its core, the goal of the project I'm working on is to improve diversity in the workplace by getting people from all backgrounds to feel confident in their opinions and their ability to secure great jobs.

      My background is Sales & Marketing so it may complement your skillset on the tech side?

      If it helps, I'm still just exploring proof of concept currently so not asking people to quit jobs or anything just yet haha! :D

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        Hey James! I've a bit too much in my plate for that right now, so I'll pass. I'm more interested in recruitment in the tech industry and, as primer said, I think it's a very tough sell. In my experience, nobody care about your point of view as long as you do the (monkey) job. That's partly why (I think) so many developers want to go out the system.

        Anyway good luck for your project! :)

        1. 1

          Hey Matthieu, thanks for your reply and no worries!

          What I would say is this reenforces my view that the recruitment industry needs change - how can an industry that only wants ‘monkeys’ continue to get the best talent in the long term! :D

          Best of luck in the future for you too

  3. 1

    In the spirit of saying what we want first (yes a bit tongue in cheek), I don’t know the full idea but your enthusiasm piques my interest.

    I’d help just out of sheer paying it forward as so many people here have helped me out on my journey.

    Saying that, there is one catch. I’d publicly document my building your proof of concept.

    1. 2

      Hey Aaron, thanks for your note! That post was step 1 of me publicising my journey I guess! :) still very early on so first step towards proof of concept is creating a MVP website (+app potentially) so if you know anyone who might be interested please send them my way! :D

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