We only hire the best means we only hire the trendiest (2016)
So here&#x27;s the thing... hiring at larger, growing companies often means weeding through a stack of a hundred resumes, for one or two or five roles. Most of those resumes need to go away. The interview process, for competent candidates, is going to cost you at bare minimum a half hour of one person&#x27;s time for initial screening. A quality interview is going to take a couple of hours each for a few important people - managers and senior&#x2F;lead tech staff, for engineering jobs. Considering pg&#x27;s maximum about maker schedules, the hiring process is <i>very</i> disruptive for the productivity of some of your most valuable tech staff.<p>So you want to get rid of 19 resumes out of 20, without ever interviewing them. And for that, you need heuristics. And those heuristics are, in all likelihood, going to be biased and stupid in some ways.<p>For example, I will automatically reject any resume that has more than two typos. I consider it evidence of carelessness - I don&#x27;t care if you can&#x27;t spell, but I do care if you don&#x27;t bother to run it past someone else who can for editing.<p>The danger is that a heuristic - any heuristic - for filtering out resumes will inevitably lead to missing some candidates who would excel in the role. Oh well. I&#x27;m not going to waste time interviewing every possible candidate, just hoping to catch that magic person. It&#x27;s irresponsible.