Scott Bonneau

45 mins You have 0 further articles remaining this month. Join LeadDev.com for free to read unlimited articles. How can time-strapped engineering managers juggle hiring responsibilities alongside their day to day? In this panel, seasoned hiring managers come together to share how their orgs have defined the roles and responsibilities of engineering leaders throughout the process, and maximized the time and resources of the hiring team as a whole.

Adding “years of experience” is just one illustration of the problem I see with too many job descriptions: They’re lazy. Time — the simple act of the Earth revolving around the sun — doesn’t make someone more or less qualified for a job. What matters is that candidate’s competency, growth and ability to deliver in the workplace environment. For some people, demonstrating those qualities might take six months; for others, years; or it may not happen at all.

Picture this scenario: After investing a lot of time and energy, you’ve finally found an ideal candidate for the job. You schedule an interview, but at the agreed-upon time, your candidate is a no-show. And they don’t respond to your subsequent calls and emails. You’ve just been “ghosted” — and it’s happening all too often to recruiters like you. A relatively new phenomenon with roots in online dating, ghosting is now happening to employers everywhere.