What pisses you off about the hiring process?
Long story short (I will tell it fully one day), I got really pissed when I applied for a job and didn't hear back from the company.
The traditional hiring process is frustrating:
-You send email or apply on LinkedIn, Indeed, etc ...
-You receive an update if you're solicited and you receive nothing if you don't.
I want to end this madness. It's fine if you don't like me but you should at least tell me to f*CK off.
Have you also experienced something similar?
And in case you're working or have worked in HR, what keeps you from telling unwanted candidates to go else where ?
When you get 100s of applications, it's hard to communicate with everyone. If you've never been on the other side, you would know that there are a ton of people just spamming their resume to every job post, whether they even have the skills or not. When they don't put in the bare minimal effort, do they deserve a response?
Sometimes these things slip through the cracks, I'm thinking of emails I wish I had sent, but at this point I'm sure they have moved on anyway.
Thanks for the response. It's exactly as I thought. I'm gonna create a SaaS that helps the HR deal with this.
The idea is simple by clicking a button, you will send a rejection email with a premade text to the unwanted applicants.
By clicking another button, you will schedule an interview with the solicited ones.
Will you be interested (someone who works in HR) in something like that ?
These are broadly called Applicant Tracking Platforms, there are many existing ones. What gap in the market will you fill?
I don't work in HR, nor is HR very involved in hiring developers, they are there for the formalities, but I generally try to talk directly with candidates, because they too dislike ADPs generally. Removing barriers to application and responding quickly to candidates, when you don't do this, you lose good potential candidates.
It sounds like this would have to integrate with whatever system HR departments are currently using to manage applicants. Otherwise, how do you know who the unwanted applicants are and what their email addresses are?
It also relies on recruiters being altruistic (not the best word). This wouldn't, I assume, make the company more profitable. Or, more importantly, help the recruiters themselves personally. When selling to someone in an organization you have to realize that the prospect doesn't have the same incentives as the organization. The HR department and recruiters care about looking good so that they get salary increases, bonuses, promotions, etc, which isn't the same thing as making the company more profitable.
Anyway, it sounds like the only motivation people would have to buy this would be altruism, and I don't have high hopes that that would be a strong enough motive.
That's a Good point. I also thought that.
So let me paint the full picture and then tell me you have higher hopes.
It's going to be connected with your Indeed, LinkedIn, Facebook page and your recruiting email.
The first thing you'll do is creating a category (job title ). Within this category you can create a post which will be shared to your socials and jobboards.
And everytime someone apply for that job on LinkedIn, Indeed or via email; their informations will be redirected to the right category section. All the informations concerning the candidates from different channels will be visible in one place.
That's when the rejection and acceptance button appear.
Oh so they would be posting the jobs with your system and your system would then post that job on other job boards? Things often get chaotic when systems have to talk to each other like that. As a recruiter, I would be worried about that and the benefit of making it easy to reject wouldn't be enough to outweigh that worry. Especially as a newer product that doesn't have social proof yet.
I'll keep that in my mind. It's still an idea. I'm doing Cold outreach on LinkedIn to validate it.
Maybe it's not really a pain point for them.
The hiring process (at least for software engineers) does indeed seem quite broken. However, it's one of those things that, despite seeming broken to everyone, is super hard to fix! Do you have any solutions in mind?
Yes, I have an idea to lessen the burden of recruiters. I wrote it above (the reply to verndern).