Job Candidates Quotes

Don't let a lack of big company names on your resume get you down, but also, don't let it feed a Silicon Valley ego. Oftentimes, the best candidates come from startups or smaller companies. It shows they are open to risk and can keep up with the long hours and occasional harsh demands.

When I interview someone, I know in the first two minutes if I like them or not. I find that if it's easy to talk to someone and I see an openness and honesty and integrity, then I usually hire them.

I'd like to build a superteam. I'd like the superteam to come to me.

Selection of crews is always been somewhat of a mystery.

When someone leaves an office, often there's a series of successors until you settle on one.

The service leaders hire one out of 50 applicants, sometimes one out of 100, but they're very, very careful. You can't afford not to be extremely choosy when you hire.

Recruiting is all about relationships, it's not really about the facilities or the schools involved.

Blogging is a great way to show your talents and interests to prospective employers, while adding an edge to your resume. If you blog consistently it shows your dedication, passions and creativity - all of which are key attributes employers look for in job candidates.

So interviews are a valuable tool, but under certain circumstances they'd be more valuable than others.

When I go through hundreds of applications from people who all have very similar-sounding experience, cover letters are the only glimpse I have into a person's personality.

The second part of how to hire: try not to.

Rightly or wrongly, for better or worse, valuation is a very important tool for recruiting - particularly in the markets for software engineering, where the market is really tight.

Barack Obama today is directing every federal agency to make sure we evaluate candidates on the level without regard to their employment history. So if you are a rotten employee, if you don't show up on time, if you don't get any work done, that cannot be examined as whether or not it makes sense to hire you. What we're gonna do is make sure that we only hire people who have been out of work the longest, because that's fair, regardless their work history, regardless whether they're qualified, this is Obama making it equal.

Holiday hiring is only useful if you get the right people, and the consensus among HR professionals is that the most consistent and efficient means of finding good people is to use word of mouth. Namely, this is because focusing on referrals means that only people who are already within your network will apply.

Increase your company's average talent with each hire - founders tend to be pretty smart but willing to take on risk. Employees should be a lot smarter and less risk averse.

Recruiting is not an exact science.

If you're hiring, if you're the person doing the hiring, forgive a scar or two. Remember that when we were young, we were also idiots. There were just no cameras there to catch it.