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  #51  
Old 11-29-2018, 02:10 PM
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Colonel Smoothie Colonel Smoothie is offline
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It's easier to do once the phone screen process begins. The challenging part is channeling the best candidates to that phase because 200 resumes sometimes really do look exactly the same and you can't call them all up to test them.
I think the big tech companies have wisened up so they have computer literate recruiters whose full time job is to call up candidates to suss out their skills. You can evaluate a lot more candidates that way, but actuarial departments aren't big enough to have dedicated staff like that.
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  #52  
Old 11-29-2018, 02:12 PM
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Candidates are never completely equal but I have been in situations where deciding is very tough and the winning factors probably end up rather trivial.
I think for just about anything in life - when two things are very evenly matched, the deciding factor probably ends up relatively trivial. That's the whole point about them being evenly matched - is that to separate the two, it basically comes down to a coin flip.

And I agree with your other statement as well:
"If there is a whole series of social faux pas(es?) then that would reflect bad. I want someone who is socialized. Interview are high-stress situations so sweating small things doesn't make sense."

Doesn't mean that showing up an hour early is recommended.
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  #53  
Old 11-29-2018, 02:17 PM
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ShundayBloodyShunday ShundayBloodyShunday is offline
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What's the word to use for a comparison when you're looking for a candidate with skill set/qualities A, B, C, and D and Candidate X is strong with A & C but mediocre in B & D while Candidate Y is strong in B & D but somewhat ok in A & C?





And for hypothetical consideration, all other candidates are, at best, strong in only 1 quality/skill set.
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  #54  
Old 11-29-2018, 02:52 PM
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Company will keep looking.
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  #55  
Old 11-29-2018, 02:55 PM
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Company will keep looking.
Sniglet form, please.
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  #56  
Old 11-29-2018, 02:57 PM
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Either way, it is a huge turn-off towards the profession when someone makes a statement along the lines of "we didn't hire them because they arrived an hour early" or "they misspelled one word on their resume" or "they just said "Hey" when answering the phone".
I think this probably applies to most white collar jobs, not just actuarial. And I do agree it's a turn-off - but so are so many other aspects of working in a white collar workplace (which is why I don't plan to go back). But I try to put myself in the hypothetical situation of someone hiring at an average actuarial place - and trivial things like this are not necessarily going to be out of consideration all of the time - especially the lower down the job pole you go and/or the more competitive the candidates are.
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  #57  
Old 11-29-2018, 02:59 PM
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Sniglet form, please.
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  #58  
Old 11-29-2018, 03:15 PM
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Candidates are never completely equal but I have been in situations where deciding is very tough and the winning factors probably end up rather trivial.
Yeah, I don't know what the guy was talking about. Especially at the entry level, I've seen tons of candidates that seemed more or less interchangeable based on their resumes and technical knowledge.

The "trivial" things like sending thank you notes, being more passionate, etc. are definitely the winning factors a lot of the time.
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  #59  
Old 11-29-2018, 03:47 PM
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Some skill sets can be, but I wouldn't go as far to say that all skill sets can be evaluated from a distance.

-Riley
Which skill set(s) can only be evaluated in person, Riley?
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  #60  
Old 11-29-2018, 04:20 PM
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Which skill set(s) can only be evaluated in person, Riley?
Personal hygiene?
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