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It used to be a combination of the resume, the cover letter, and the interview, but the system has broken down because of Human Resources meddling in the process. As soon as you get someone who is not an SME in the filtering process the ability to see deep into the data provided through the resume and cover is lost. I don't know how many times I've asked for the whole pool of candidates after the HR filter to find out quite a few good candidates were left on the cutting room floor. There is always the fear of fluffing taking place in both docs, but the interview was supposed to help filter those people out of the mix. Unfortunately, you're not allowed to ask delving questions during an interview any more, because of HR rules and their fear of potential lawsuits. It sucks trying to hire anyone these days.
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You can ask all the delving questions you want, and I would encourage you to do so as long as they don't relate to a protected ground..
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Originally Posted by 81MC
My partner is a high level recruiter for a multi billion dollar firm. I’m obviously biased, but I think she does a hell of a job delving into areas while staying well out of the ‘opening up to legal troubles’ realm. I imagine she’s a rarity.
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I'm not really sure what Lanny is getting at, I know lots of recruiters that do an excellent job of asking probing questions and digging into candidates' experience without getting into legal trouble. And yes you can talk to candidates and look for examples of hard work. Recruiters screen and talk to people day in and day out and are typically very good at this.
If anything it's often the hiring manager that hires one person every 3 years that says "I need the perfect candidate with a university degree and 5 years of experience for an entry level job and btw I can only pay them 40k" and good recruiters push back on that.