full transcript

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

Unscramble the Blue Letters

OK, now we know the work that needs to get done so we can start snricneeg candidates in instead of screening them out. I'll be the first to admit that going through thousands of rsmeues for a single job opening is intimidating. So it really doesn't bother me that companies design processes to quickly filter out uieufaiqnld candidates. But what does bother me is the criteria that they use to serecn, 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 ltsnieing to me right now who hasn't applied to a job because the requirements section said you needed five yaers of experience and you only had four.

Open Cloze

OK, now we know the work that needs to get done so we can start _________ candidates in instead of screening 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 ___________ candidates. But what does bother me is the criteria that they use to ______, 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 _________ to me right now who hasn't applied to a job because the requirements section said you needed five _____ of experience and you only had four.

Solution

  1. resumes
  2. screening
  3. listening
  4. unqualified
  5. years
  6. screen

Original Text

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. archaic
  4. bet
  5. bother
  6. candidates
  7. companies
  8. criteria
  9. degree
  10. design
  11. easily
  12. experience
  13. filter
  14. identifiable
  15. intimidating
  16. job
  17. listening
  18. needed
  19. opening
  20. predictive
  21. processes
  22. quickly
  23. requirements
  24. resumes
  25. role
  26. screen
  27. screening
  28. section
  29. single
  30. start
  31. success
  32. thousands
  33. time
  34. unqualified
  35. work
  36. years