We Only Accept Resumes That Have Been Carved in Stone

It’s simple economics: as an employer, the more years of experience you're looking for, the harder it will be to find a motivated, senior-level person to join your company without granting any add-ons, features, or perks, particularly today. 
 

I know a lot of developers with 10y+ experience programming. Do you think they want to waste their time on your leetcode challenges? Fun fact - if and when those devs ask these companies to pay them for spending > 4 hours on their time on these code assessments - a lot of companies will refuse to do it, and simply drop that candidate.😷

Do they think developers growing like mushrooms, each time when it rains? C`mon - start to adapt.

Usually, when those engineers see "test" in the subject line of an email with a recruiter - they’ll close that email and put it in the trash. Later, they’ll tell their friends about this bad experience. Think about it - each time you disappoint an engineer with your shitty hiring process, it can harm your company’s reputation, because developers love nothing more than to meet for beers on Fridays. 😺
 

3. Should We Even Get Started on Lengthy Job Descriptions, Culture Fit Interviews and Endless Threads of Email Communication? 

A lot of times recruiters just copy paste job description templates from the internet. A lot of times, that works. It's just so frustrating, especially when you are in a hurry to get hired. In my experience, a twenty-minute call is the best way to assess job requirements and fit. It saves so much time.

Vettery (this newsletter's sponsor) has a matching algorithm that flips the script on the model where job-seekers apply on job boards by getting companies to reach out to job seekers. This simplifies the hiring process by addressing the pain points of both sides. Check them out.

It's important to remember: any high-functioning company should have different processes for hiring different people - especially senior people.

Hiring great marketing people for startups is not similar to engineers, or product managers.

Recruiters need chats, developers don't. The interview method sometimes grows into a vicious cycle of emails, calls, culture fit chats, and salary negotiations. It leads to candidates going into a do-not-disturb mode more, because devs just can't deal with so much noise.

Smart decision-makers, who recognize it is a candidate’s market and moves more quickly to make them an offer - can get a lot of juice from it. Instead of trying to test people just talk to them and try to understand what their goals are. You'll be amazed by the results.

End. But this story deserves to be featured: A Pocket Economics Guide to Our Financial System

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