I’m an engineer, but I also have an MBA and for this post I’ll be wearing that hat. I was seriously considering buying an actual hat with “MBA” printed on it, but some good people talked me out of it, so unfortunately it’s a metaphorical hat instead of a real one.

I often see engineers complain about recruitment processes: They are long, they seem totally irrelevant to the job, everything is stupid. We just don’t get it. Unfortunately, we’re probably right — some employers don’t have any idea what they’re doing, but does it really have to be that way?

One of the very best courses I took during my MBA was a course about recruitment processes and the research behind them. It left a lasting impression on me and affected my perspective on recruitment processes when I was hiring and as a candidate. When I hear these rants, I often try to explain the rational behind a good hiring process, and I think this is insight which can be useful for engineers and recruiters, which is why I’m writing this post.

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