Hiring droids – “Would like like coffee breaks with that?”

What is true of teachers is also true for recruiters.

I am old enough to have gone through group interviews, hostile interviews, video interviews, multi-part phone interviews, questionnaire interviews, weird question interviews, “waht do you want to be when you grow up” interviews, and all the other “latest and greatest” ideas that swept through HR-land at one time or another.  I understand the intents of the various processes, and what they will and won’t tell you.  (When I do recruiting myself, I use the “prepared” interview model–know what it is you want, and how to find out if the candidate has it.)

So, apparently the next big thing in recruiting is to use technology.  Use robots.  (Well, actually just avatars and virtual game worlds.)  Use computerized questionnaires.  (They work just as well, and as badly, as paper ones.)  Use video.  (Wait.  We did that already.  Oh, I see, use videotape.)

It doesn’t take too long to see what the intent is here.  To save time and money.

And, doing it cheaper will work out just as well as doing it cheaper always has.

“There is hardly anything in the world that some man cannot make a little worse and sell a little cheaper, and the people who consider price only are this man’s lawful prey.        – John Ruskin

  • Stephen Battista

    That’s great. Before the interview, I can Google the walk-though :) . If I was smart, I could write a bot that could do the game automatically. That would be a good seller. I could even charge a percentage of the salary if hired. Then I could gold-farm these companies with either actual people via mechanical turk or just my impressive army of Social Security Number enabled sock-puppets.

    • Stephen Battista

      Oh, so they get fired. Who cares, it takes a while to fire someone. I can make it up on volume.