My attempt to solve the problems in recruiting

Recruitment is plagued by the following issues... 

1. Hiring is almost always done when you are too busy to hire right.

2. The best candidates are too busy for never ending rounds of interviews.

3. Resumes are mostly copy pasted corpus of industry buzzwords.

4. Referrals are the best way to hire but there is no easy way to manage your campaigns.

5. Often deal-breaking pieces of information such as candidate availability, salary expectations are known only at a later stage of the interview process.

6. There is no easy way to involve other stakeholders, especially the team that the candidate will be working with in the decision making process.

7. Candidates get frustrated because recruiters don't update them on the status of the position.

I have been interviewing people for over a decade now and I know it as one of the most frustrating and time consuming activities in my work life. Its also most expensive to you and your company if you do not get it right. Even though I know this, I would end up hiring the wrong people because I was in a hurry. Candidates pull out of interviews all the time and I am not always free. I found that I would ask open ended questions when interviewing them. Questions designed to bring out the best in the candidate not in relation to your world as a manager. Questions the candidate will be glad you asked. Questions where I am fishing for something that the candidate will tell me that will give me tremendous insight and inspire a connection to our company and how we could use him. If I am hiring a PHP programmer for example, I could ask...

What is the most satisfying moment you had while programming? why? 

What new thing have you discovered in the last year about PHP that amazed you?

This may not work with many programmers. Thats the point. You are looking for reasons to hire the person and they are not always technical. 

In a technical interview you know what the answer is and therefore you know the reason why you hired someone even before you hired anyone.

But when you are open ended, the reason for hiring a candidate is not known before hand. The reason comes afterwards. And it presupposes an amazing, inspiring, insightful answer from the candidate. 

Do you hire like this? You should try hiring this way. To help me with this and with a ton of other frustrations in one of the most important parts of management/entrepreneurship, I created FastCandidate.com a solution I genuinely wish someone had built. 

Try it and let me know what you think.