full transcript

From the Ted Talk by Nithya Vaduganathan: 5 hiring tips every company (and job seeker) should know

Unscramble the Blue Letters


(Laughter)

So if you want to find the right real-life person to do the job, perhaps try a different approach. Figure out what work needs to get done and dgiesn the profile based on that.

OK, now we know the work that needs to get done so we can start screening cntadiedas in instead of srnneeicg them out. I'll be the first to admit that going through thousands of reemsus for a single job opening is intimidating. So it really doesn't bother me that companies design processes to quickly filter out unqualified candidates. But what does btoher me is the criteria that they use to screen, which is often archaic, easily identifiable things, like time in role and degree requirements, that are not always predictive of success in the job. You know, I bet you there's someone listening to me right now who hasn't aiplepd to a job because the requirements section said you needed five yraes of experience and you only had four.

Open Cloze


(Laughter)

So if you want to find the right real-life person to do the job, perhaps try a different approach. Figure out what work needs to get done and ______ the profile based on that.

OK, now we know the work that needs to get done so we can start screening __________ in instead of _________ them out. I'll be the first to admit that going through thousands of _______ for a single job opening is intimidating. So it really doesn't bother me that companies design processes to quickly filter out unqualified candidates. But what does ______ me is the criteria that they use to screen, which is often archaic, easily identifiable things, like time in role and degree requirements, that are not always predictive of success in the job. You know, I bet you there's someone listening to me right now who hasn't _______ to a job because the requirements section said you needed five _____ of experience and you only had four.

Solution


  1. candidates
  2. applied
  3. years
  4. design
  5. bother
  6. screening
  7. resumes

Original Text


(Laughter)

So if you want to find the right real-life person to do the job, perhaps try a different approach. Figure out what work needs to get done and design the profile based on that.

OK, now we know the work that needs to get done so we can start screening candidates in instead of screening them out. I'll be the first to admit that going through thousands of resumes for a single job opening is intimidating. So it really doesn't bother me that companies design processes to quickly filter out unqualified candidates. But what does bother me is the criteria that they use to screen, which is often archaic, easily identifiable things, like time in role and degree requirements, that are not always predictive of success in the job. You know, I bet you there's someone listening to me right now who hasn't applied to a job because the requirements section said you needed five years of experience and you only had four.

Frequently Occurring Word Combinations


ngrams of length 2

collocation frequency
job openings 2
ideal candidate 2
job opening 2
hidden talent 2
talent hiding 2


Important Words


  1. admit
  2. applied
  3. approach
  4. archaic
  5. based
  6. bet
  7. bother
  8. candidates
  9. companies
  10. criteria
  11. degree
  12. design
  13. easily
  14. experience
  15. figure
  16. filter
  17. find
  18. identifiable
  19. intimidating
  20. job
  21. laughter
  22. listening
  23. needed
  24. opening
  25. person
  26. predictive
  27. processes
  28. profile
  29. quickly
  30. requirements
  31. resumes
  32. role
  33. screen
  34. screening
  35. section
  36. single
  37. start
  38. success
  39. thousands
  40. time
  41. unqualified
  42. work
  43. years