I have both HR and programming experience so I was thinking about starting an HR Tech startup. I have some ideas, however, I'm trying to figure out what is a pain point in this process. If you have any challenges with hiring people or searching for a job, please, share with me.
People that feel like they are on the border of hire/no-hire. Some people will obviously fail the interview (this doesn't mean they are terrible, or even not qualified, it just means they didn't do well on your interview). It's easy to say no to these people.<p>On the other hand, there are some people that will do so well you know you want to hire them. Usually if the process is rigorous enough, these are your slam dunk employees. The problem with them is they will likely ask for a lot of money, but you know they can do the job.<p>The people that are on the border I think are the hardest. You want to give them a shot, and you may not have had a slam dunk, or they turned you down because the offer wasn't good enough. How do you figure out which people that did "pretty good" are the hires, and which are the no-hires?
Time, it is extremely time intensive to review and screen technical candidates. Every company with its own unique culture is different hence the heavy use of time in the process. If you could optimize the front of the funnel and reduce time spent, that would be beneficial to companies.
I've always wondered if developers ever submit fake info the first time they sign up for a job, get an offer to take the coding test and learn the questions. Then sign up with their real details and cruise through.<p>Is this something anyone has ever noticed or done?