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3.     To me, education level comes into play only when candidates haven’t had more than five years of job experience. After that, where they went to school and what they did there matter significantly less (personally, I hold only a high school diploma). Also, the more lofty a candidate’s alma mater, the more likely it is that the person will expect to get promoted quickly — either internally or to another company. Of course, education does matter for positions that require a background in, say, science or law.

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6.      Once we begin the interview process, I tend to keep it short — and put a lot of value into my gut reaction. As a result, my interviews usually last only five to 10 minutes. First, I ask why the person wants to work at TerraCycle. I want candidates to pitch me! If they don’t seem passionate about our mission and vision — or worse, if they don’t know what we do —  the interview is over.

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5.      On the other hand, I consider letters of reference and reference checks a waste of time. Is anyone going to give you a reference letter that isn’t glowing? And is anyone going to put you in touch with a reference that isn’t going to say nice things? I get asked — almost on a weekly basis — to give references to past employees and I find that it’s much easier to say nice things than to spend time explaining negatives. I have no vested interest in the person who is doing the hiring so why would I spend the extra time to give all of the details? Again, I would say the only exception is with senior hires. In those cases, I try to dig up my own references rather than using the ones provided by the candidate. (Here’s a very different opinion (Links to an external site.) on the value in checking references.)

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2.     I have an unusual interview style that has served me well over the past decade. First, I don’t put much weight on résumés except to look for a few telltale signs: Have the candidates jumped around from job to job and industry to industry? Or do they join businesses and stay? This is important because turnover is costly to an organization.

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interview process

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keep it short

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Education level

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Letters of reference and reference

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Topic: Resumes
Claim: avoid turnover like from company to another company.

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First, I don’t put much weight on résumés except to look for a few telltale signs: Have the candidates jumped around from job to job and industry to industry?
Or do they join businesses and stay?

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only when candidates haven’t had more than five years of job experience. After that, where they went to school and what they did there matter significantly less

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I consider letters of reference and reference checks a waste of time.

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why reference letters is not important

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sometimes, education level is not important

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ask some important questions. the do not need to spend too much time. thus, 5-10 minutes is enoguh

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To give reference to past employees and it is much easier to say nice things than to spend time explaining negatives.