>Amazes me how little data-driven recruiting is.
I'm a founder of a rectech startup. I see four big problems in most companies:
1. Turtle speed. The hiring process takes 45 days, and most of the best candidates get hired by someone else, usually before the hiring manager gets around to interviewing the candidates.
2. Arbitrary process. Candidates get a completely different set of questions, completely different interviewers and completely different resume screenings as different recruiters and hiring managers do things completely differently.
3. Overscreening. Screened by the job board (knockout questions). Screened by the AI in the ATS. Screened by the recruiter. Screened by the hiring manager. Then a phone screen. Then a first interview (which is really another screening). Only then can we try to hire the half-of-a-candidate that made it through the process. Most of this screening isn't cultural, it's people trying to read between the lines on a resume to figure out why Lucy left a job six years ago after being there for four months.
4. Assessments applied after steps 1-3 to confirm executive bias instead of early in the process where the data from assessments could actually be used, you know, as data to compare and fit candidates.