To the corporate CEOs and decision makers who refuse to hire new employees without meeting them in person, such as the startup profiled in this article, I share a story of being hired in the spring of 2001 before the end of the dot-com bubble.
I don’t remember how I found PeopleSoft. LinkedIn wasn’t yet born but Monster.com was two years old so maybe it was there. I applied to be an associate consultant. The job was based out of Boston but it required an initial series of weekly quizzes at their California headquarters to learn and master their software programs.
I had two telephone interviews before receiving an offer letter. PeopleSoft relocated me across the country, placed me in corporate housing, gave me a BlackBerry, and I was privy to amenities that other dot-com corporations were dishing out in the years before ping pong tables and snack rooms.
Today, in the age of the coronavirus, it is crucial for companies which need employees to ramp up hiring processes to be as quick as possible.
Instacart is hiring 300,000 contractors. Amazon is hiring 100,000 warehouse employees. CVS, Walmart, and Dollar General are each hiring 50,000 workers. FedEx, Pizza Hut, Ace Hardware, Walgreens, and 7-Eleven are among a huge list of supply chain companies hiring essential employees.
I’m willing to bet that each of those firms is using a combination of website forms, videoconferencing, telephone calls, and internet testing to identify the best candidates to hire.
“We have always leveraged the intersection of behavior-based interviewing with skills tests and have reiterated the importance of this combination to help to chip away at the barriers of not meeting people in person,” said Wayne Connell, vice president of human resources [at The Washington Post].Source: DigiDay, April 9, 2020
That PeopleSoft job was nearly 20 years ago. Now is not the time to hold back and insist upon meeting candidates face to face. If you do, you risk not hiring anyone for months.