A case study in bad hiring practice and how to fix it

Summary

None of this - none of it at all - is remotely relevant to the actual day-to-day job of a Head of Security Operations. Again, these are questions that cannot be answered appropriately in character-capped text fields. But beyond that, these are questions that should not - ever - be used to screen applicants. Applicants for a role where these requirements are not even remotely relevant.How Their Interview Process WorksHaving waded through this nonsense, your application finally gets sent. As with many companies, Canonical sends a little follow-up email to let you know what the actual interview process will look like.If the application process didn't put you off, then this will be the final nail in the coffin for your application.First off, your application does not get reviewed by someone from HR, or a hiring manager, or even the line manager for the role. No."A senior team of managers and leaders from across the company form a virtual team of hiring leads to shepherd every application through our process. They are not recruiters"Your application is going to be reviewed by a random group of people who have nothing whatsoever to do with the role, who will not have relevant expertise to judge what a "good" application looks like, and who are clearly hiring for clique-fit rather than competency.Huge red flag: this hiring-by-committee approach never, ever approves of top candidates. Because a company where someone from a random department gets to review your application is a company that has mediocre chair warmers in senior positions, who want to ensure there are no pockets of excellence in the business that could show them up. Good leaders hire people better than themselves: committees hire mediocrity to cover their arses.The biggest fail, though, the absolute discriminatory process that guarantees neuro-divergent or anyone with mental health issues will be weeded out, is the use of aptitude and personality tests."Our interview process starts with a written interview, wh...