We Only Accept Resumes That Have Been Carved in Stone
Today we'll talk about challenges facing tech engineers and recruiters. I’ve been on both sides, but it’s difficult for me to accept how often recruiters appear to be stacking the odds against developers. Here are my top three ways recruiters ruin the hiring process when it comes to dealing with engineers:
1. The Unemployment Rate in Tech is Low: Recruiters, Why Aren’t You Behaving Accordingly?
2. We Know Code Assessments Are Designed to Reduce Your Effort, Time Spent, and Margin for Error (And We Resent It)
I know a lot of developers with 10y+ experienceprogramming. 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. 😺
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.
If you have a few (or many) experiences to share, you can become a contributor on Hacker Noon too. Simply create an account, and join 10,000+ contributors sharing their knowledge and expertise with the rest of us. Maybe you'll get featured on our next newsletter! Until then...
