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RailsConf 2017: Panel: Better Hiring Practices for Fun and Profit With Cecy Correa, Pamela O. Vickers, Heather Corallo & Justin Herrick The average American worker will have 10 jobs before the age of 40. There's a great deal of opportunity and mobility in our industry, and yet, our hiring process is anything but pleasant or streamlined. The hiring process is time consuming for both candidates and employers, but we can do better! Let's explore the ways we can improve the hiring process by writing better job descriptions, utilizing systems that free us from unconscious biases, focusing beyond culture fit, and using better (more fun) technical interviewing methods.
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The video, titled "Better Hiring Practices for Fun and Profit," features a panel discussion at RailsConf 2017 with speakers Cecy Correa, Pamela O. Vickers, Heather Corallo, and Justin Herrick. The primary focus of the discussion is to offer insights and strategies to enhance the hiring process in the technology sector, making it more efficient and enjoyable for both candidates and employers. Key points discussed include: - **Introduction of Speakers**: Each panelist shares their background, highlighting their experiences in improving company culture and technical training. - **Experiences with Job Interviews**: The panelists share various negative experiences they faced during interviews, illustrating common frustrations and the importance of sensitivity in questioning. For example, one panelist recalls a confusing whiteboard exercise at a startup and another shares an embarrassing code review situation. - **Importance of Job Descriptions**: The panel emphasizes the significance of writing effective job descriptions. They suggest that descriptions should focus on the problems the hire will address rather than merely listing requirements. This changes the narrative, making candidates understand their expected contributions and the organizational culture. - **Analyzing Job Descriptions**: They advise job seekers to critically analyze job listings for implicit biases and red flags, such as aggressive language or unrealistic experience requirements, which can indicate a problematic company culture. - **Inclusivity and Diversity**: The discussion highlights the need for inclusivity in job postings, suggesting that how criteria are framed can significantly affect the diversity of applicants. They recommend using inclusive language to attract a wider pool of candidates. - **Assessing Technical Skills**: The panelists advocate for practical assessments during the interview process. One successful method shared involves creating a two-step coding challenge that allows candidates to demonstrate their skills in realistic scenarios. - **Feedback and Improvement**: Continuous feedback and evaluation of the hiring process are essential, according to the panel. Collecting feedback from interviews helps refine the approach to hiring and improve team integration. The major takeaway from the discussion is a call to action for both employers and job seekers to actively engage in improving the hiring landscape by fostering clearer communication, embracing inclusivity, and evaluating technical skills comprehensively. The panelists encourage a collaborative effort aimed at creating better and more enjoyable hiring practices in the tech industry.
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