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this post was submitted on 18 Oct 2025
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The signal-noise ratio is too low nowadays that even genuine talent is purged.
Ive met too many colleagues who just arbitrarily filter out candidates because there's too many resumes that get past the automation.
That sounds like the hiring manager joke about throwing away half the resumes because you don't want someone unlucky getting hired.
Not a very funny joke for unemployed people
The problem I have identified is that the people and or systems who do initial screening don't really know what they should be screening for.
You might have a real technical position that you need to fill requiring like archaic engineering knowledge. Then they do the screen and remove everyone who doesn't have a resume polished to whatever the latest MBA format is. Which removes a bunch of weirdos that are perfect for the job (because let's be real, it requires a strange skill set) and you are left with a bunch of candidates that can talk out of their ass perfectly, but don't actually have the knowledge or skills needed.
Then you get this bubbly Kevin who is good at communication when you really need Kwame who just wants to be left alone working on the technical problems.
That's true, being an effective technical interviewer to really sus out bs vs skill is hard. It's not just asking some rote set of questions, which often time are easy to rehearse answers for, but rather trying to get into the interviewee's mindset when you give them a scenario and assessing thought process rather than effective communication.