Hi guys,
I'll graduate soon and I think that the whole recruiting process is crap (bullshit cover letter, clueless HR...).
If you could redesign the whole process of recruiting, how would you do it?
I am deeply interested in your suggestions!
Cheers!!!
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Aptitude tests for every position. Fuck disparate impact. No bullshit behavioral/"fit" interviews. Higher barriers to application submission at top firms, to eliminate the problem of "I have a massive pile of resumes, so I'll just pick out the people I know."
so, are you indian, or asian?
Then should firms do away with technical questions as well? I mean they're completely BS considering you learn everything in training anyways, right?
I don't think there's too much wrong with current recruiting practices.
in theory I think this would be best: 4-6 week trial unpaid "boot camp" for all interested candidates who meet some minimum criteria. Emphasis on meritocracy & only the fittest survive, those who want it the most and are best at the job will rise to the top.
obvious managerial / space / logistical problems arise, but maybe some larger firms could manage this. kindve like having a minor league squad
You dont have a job yet?
I already have a job offer at a startup in the Silicon Valley. I just think that the paradigm of cover letter + resume + BS personal questions is outdated. I'd love to know other ways to assess new graduates.
Attractiveness. Ability to replicate a posh british accent. Curling skills.
Should be an initial round of blind (i.e. no CV) speed dating (5/10 mins) interview to those who meet certain standards which should be simple hurdle rates of academics (as lets face it we have no other easy metric).
Network bro
I like the idea of a blind/no CV technical and fit interview to weed out people who obviously have no place working in IB. I think it would even the playing field quite a bit, and would get people hired who are actually good at the things important to being an analyst. You don't need a 3.8 from an Ivy to be good at this job, and a lot of times those people are the worst ones for this job.
Getting rid of behavorial/fit questions would be a DISASTER.
Why? You can't hack technicals?
But I see what you're getting at, you'd just get robots who can spew out tech answers. But, in my opinion, if you can't judge someone by how they answer any question, technical or otherwise, you shouldn't be interviewing people.
Oreos - My point is after resume screening by HR and senior people, almost everyone at a superday can hack the technicals, so they reveal a lot less. I'm also not a fan of brainteasers as revealing much about a person's job performance (I do like them generally as fun puzzles). The behavorial/fir questions are, in my mind, paramount because you are going to be working with this guy/girl for potentially a very long time, pulling all nighters together, and spending a way more time together than most colleagues in other industries. You need to figure out who they are and how they work, and I don't think you can get that from "How XYZ transaction affect the three statements?"
And you think those questions are answered by: Interviewer: "tell me about a time you lead a team" Interviewee: yes, i'm so glad i bought that BIWS interview guide, time to regurgitate my prepared answer/STAR analysis "In my junior year I was team leader......"
if you want to answer those questions it's better to meet for a beer, see if the guy annoys you in a less formal/forced environment.
Network, Network, Network...that is the only way
I'm talking less about the "Tell me about a time you led a team?" type questions and more about the questions about what your interests are, why finance, why banking (or whatever), describe things on your resume, tell me a joke, etc. Just generally being able to talk to someone without being nervous or awkward. HR can't screen for these types of things in resumes and technicals won't get you very far.
In any case I don't know why you'd argue against these types of questions. Even if you think they don't add anything to the recruiting process (and I think they do), the certainly don't detract. I just don't see the harm.
I'm glad that most of the questions I got asked this recruiting season were about my interests section of my resume.
Well, I only had 1SA offer, so take it with a grain of salt.
have the 50 best resumes play a soggy biscuit tournament, duh
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