Yevgeny Serhushyn, CEO of the recruiting company Wanted, told about a legendary candidate who failed at work after 14 days. After going through 5 stages of assessment, it turned out that he knew how to «sell himself», but did not know the basics.
Yevgeny Serhushyn, CEO of the recruiting company Wanted, told about a legendary candidate who failed at work after 14 days. After going through 5 stages of assessment, it turned out that he knew how to «sell himself», but did not know the basics.
«I witnessed a perfect interview: a legendary candidate failed after 14 days,» Serhushynwrote on LinkedIn, noting that the candidate was not employed by Wanted, but by another company for a position sales and lead generation manager.
According to him, the candidate joined the company «like a dream.» He went through 5 levels of assessment: interviews, tests, cases, soft skills. He confidently answered that he was a pro, «This is my daily job,» «No training is needed at all.» The company was delighted with such a candidate and made him an offer.
After 14 days, it turned out that the new employee did not know the basics, used ChatGPT to understand tasks, asked for help at every step, and also missed all deadlines.
«And the funniest/scariest thing is that they say, ‘This is too difficult for you,’ or that the previous indicators are unrealistic,» they say to the face of the previous employee who achieved this with ease,» notes Serhushyn.
According to CEO Wanted, the reality of the market is that you can get an interview, but not a job.
«The person sold himself brilliantly, and the company bought an illusion. Today, candidates have learned to speak well. But ChatGPT does not generate real results and Google will not prompt them. And in such unstable times, failure after the offer = reputational and financial risk for you, my candidate friends,» Sergushin emphasizes.
«It seems to me that if a person has the position that 'training is not necessary', this is already a red flag, since in modern conditions it is impossible without mastering new information and training,» wrote Olga Remez.
Front-end Developer Oleksandr Berezhny shares the same opinion: «The answer ‘nothing needs to be learned’ should have been stopped in the selection. It is impossible to know everything in modern IT. There is always something to learn, there is something that you do not know perfectly.»
Developer Valentyn Gorobets suggests that the problems are not only in the hiring process, but also in the employee’s adaptation: «I agree that the problem is not in the candidate, 5 levels of interviews are not about anything. Using AI is the norm nowadays. Not helping in all tasks in the first 2 weeks is a shock)) Only 2 weeks have passed, the person could still not understand everything, a colleague who has been working in the company for more time and should have more responsibility for deadlines should help in the assessment.»
Senior Software Engineer Oleksandr Kazmirchuk believes that here the question is for the interviewers and those who conducted the test: «I don’t think there’s any point in chasing the candidate. Here the question is only for the interviewers, who are either not competent or conducted the interview in such a way that they couldn’t weed him out. From my experience, I can say that the ability to conduct an interview and determine whether a person is suitable for a specific role is a rather complex skill. It’s not enough to just be a good specialist who can ask hard questions from a list and if the person has studied the question, he will approve it. Well, give the hat to the person who conducted/reviewed the test, because it shows absolutely nothing.»
«The company clearly saw who it was hiring. If after 5 stages the company was unable to really assess the candidate and did not provide time for Onboarding, then the question arises about the competence of the company’s employees,» wrote QA Engineer Viktor M.
«In fact, it’s often the other way around — people rarely know how to sell themselves in interviews. I think this skill grows with grade and theoretically should reach its maximum at S-level. But if there is such a virtuoso who has gone through 5 (!) stages and turned out to be incompetent — here the question is really for the interviewers,» added Senior Software Engineer Konstantin Burlai.
«I congratulate you! This is a direct consequence of the market demand for „extras“ in resumes and soft-skills-first. It’s ironic that somewhere there was an IDEAL candidate for the tasks of this position, but he/she didn’t look like a „dream“,» noted Unity Developer Serhiy Chechuy.
