Found this article "The Real Reason Employers Treat Job-Seekers Like Dirt" (link below). You guys are all very helpful. I'm hoping to hear a discussion on the topic of state of the hiring process. My view is that I always looked at questions different than a lot of my classmates, and I don't think that I really answer questions in the standard way a lot of other people do. So, I am wondering if that has an impact on my landing offers, or am I just rationalizing why I don't get offers? It also makes me think whether this is good or effective for investment banking. I would be happy to hear your responses!
Especially interested in 5, 9 and 10:
"5. The interview process itself is broken. From every other area of our lives we know that having a human conversation is the best way to get to know someone. In a flowing conversation, we will see how a person's mind works, but many interviewers cannot put down their nineteen-fifties-era interview script and talk to a job-seeker the way humans do. They don't have the conversational skills for that -- nor the discernment to simultaneously vet and woo job-seekers the way modern recruiting requires. In that case, why are they interviewing people in the first place?
We design and execute the recruiting process not to hire the most capable or creative person but the most docile and pliable one. Then we complain that we don't get the out-of-the-box thinking our organizations need. If you weed out independent thinkers in your recruiting process, you don't get to complain when you don't see or hear them at staff meetings.
At every stage of recruiting, we send the clear message "We are the employer, and we are big. You are the job applicant, and you are small. We have the big decision to make -- which one of you job applicants is good enough for us." This mindset kills us on the recruiting front every day. It kills our ability to compete."
The big complaint I have with modern recruiting is the reliance on software. Good interviews will naturally be semi-conversational. If you hire somebody that is not pliable to the group then you could be asking for trouble. I agree creativity is important, but without the necessary skills it is not useful. Finally, the employer is bigger than the prospect/employee. It is a fact of life. They do have the ability to hire who they see fit and they will - unless they are that desperate. The one thing the employee has is the ability to leave. Once in, the employee has to develop a value that will be tough to replace. This requires reliability, skill, creativity, the ability to be a team player and being willing to lead.
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