I know how it is, and not only that, they do not like a modern recruiter / HR. Before angrily sketching "sleepers" for me, please read this message to the end. There will be no flattery or color. Only tough debriefing.
I have been with you for a long time, Khabrovites. Over the years I have watched the community while working in the recruiting business. But then the moment came when there was no strength to be silent and I considered it necessary to express my thoughts aloud.
We will talk about the selection of IT personnel, dumb IT recruiters and what awaits us in the coming years.
I'll make a reservation right away, I don't want to offend colleagues who will read the material. Alas, it turned out that the overwhelming majority are wooden to the waist, especially with regard to the selection of IT specialists.
Let's get started. I am no longer 20 and I have tasted almost everything that could be in the HR niche. I met many people and, unfortunately, only 10-20% of them were masters of their craft. I will delicately omit other areas of recruiting besides IT, but there is enough of my tin.
So, about IT recruiters
If we take the initial stage - IT recruiter, then this is the tiniest bit. These are unsorted girls (90% in the field of recruiting are women), yesterday's students, but with unsupported ambitions. Many of them have no specialized education. Some get through an acquaintance. The development of IT professions in the post-Soviet space has generated a boom in recruiting. All at breakneck speed rushed to pick up, hunt, lure. How ridiculous it looks from the side of more adequate and experienced recruiters / HRs, and from the side of an IT applicant - a circus in general (which I have repeatedly heard, read, communicate with friends about).
What is the tin:
- almost complete lack of understanding of the sphere;
- blinded by the desire to remove their 25% for the head quickly and just like;
- approaches (tackles) to applicants - outright spam with the same phrases;
- lack of understanding where the same June / Middle / Senior is sitting;
- unstable psyche due to its notoriousness and inexperience;
- lack of feedback;
- secrecy and mystery of the name of the company and working conditions (of course, there is a real hornet's nest and competition);
- and so on for another 52 points.
We are talking about the very day. There are flies and cutlets and all that. By the way, things are even worse with freelance recruiters. If agencies somehow filter and minimally train the main ten types of developers and what to look for, then self-taught are nuts!
Now about HRs
These are already more combed guys. Their functionality includes not only dull screening and reading, but also work with staff, their adaptation and motivation, comfort zone, etc.
I've heard a lot about many interesting things that happen in the offices of IT companies. From LSD interior and chameleons to strippers on Wednesdays.
When you are hunted by HR, that's a slightly different story. There is a chance that:
- Gennady will not be confused with Mikhail;
- introduce themselves and tell at least something about the company and responsibilities;
- if Mercury is in Virgo, they will even give feedback.
While working in the office, knowing what unusual developers themselves are, they will try to please as much as possible, only so that the code is written correctly and nothing distracts. True, sometimes they flirt and play wild. Well, ask the guys what you want, guys. No, you need to organize unnecessary drinking on boats for anyone, run tests of involvement and all half-dead methods (of which there are 5 total workers). It hasn't worked for 10 years and especially in the IT niche. It's a scoop. A person can drink himself and overwrite about C ++ to his colleague in a pub.
We need non-trivial things. Hiking, gaming in a different way, swinging the brand with employees, giving them more freedom, increasing involvement in the common cause.
And then the employees themselves take matters into their own hands. I have an example of how the guys in an IT company chipped in and bought a Ford Mustang. Then we drifted in the parking lot in our free time. Some nominate a rider when hiring, up to massage therapists, a personal driver.
Yes, there are also smart HRs who are not scanty in imagination and push something like: came to an interview - get a bottle of Jack Daniels, etc. Children in the office (who are entertained by an animator), if there is no one to leave with - this is also the norm, like pets. Do not ask stupid questions about "who do you see yourself as", etc.
Gender connection
This paragraph is contraindicated for feminists. I believe with conviction that if there were at least 50% of men in IT recruiting, everything would be much better and more optimistic. IT recruiting is about GIKs, about in the right place and at the right time, about 101% understanding of who you are looking for. For women, at my discretion (and practice shows), this is given much more difficult, but scammers work well for them, who teach the craft in courses for decent money, and only then take them to work. There are only a few sensible courses, and there are millions of charlatans.
Courses, webinars, seminars and other huskies
This is generally a hype of our time. Now every second is a teacher, after whose courses nothing remains in the head except “it was cool”. As one of the greats said: "I am not afraid of an opponent who knows 1000 techniques, but I am afraid of someone who has repeated one technique 1000 times." This is a marker of modernity in general. They're coming up with vershoks and go ahead to conquer the market. But what can I say, if at the state level they want to put remote education smoothly on the rails. It will be, like in the states, to randomly score tests.
The proverbial feedback
I didn't want to repeat myself about feedback, but it won't work. Everyone has been voicing this problem for a long time. Recruiters beat themselves in the chest that I'm not like that, I give everyone OS. Statistics consistently show the opposite - only 20-25% give feedback and 10% give it in an expanded form, with explanations. Domestic market statistics without cuts. They are all so cute, "lisp" with you, and as soon as the candidate does not come up, go to the basket. Moreover, many do not keep banal statistics, who and when they called, communicated, etc. Therefore, these embarrassments come out that Igor's June is recruited 5 times from the same organization during the week.
And now we have an explosive mixture of such unprofessionalism. All these mistakes tarnish the face of recruiting. Believe me, it's not just developers who dislike HR. Most of the above "shoals" are allowed in almost all selection niches.
What does the future hold for us?
Everything is simple. A modern job seeker, and especially an IT specialist, has a knack and is advanced. The guys themselves know how, without intermediaries, to use the well-known dou, djinni and similar resources. Most don't need these recruiters that hinder the hiring process. They themselves can go to the employer without damaged phones and other things.
But all this hype that in a couple of years HRs will not be needed - not everything is so simple. Chatbots and all sorts of online questionnaires are all about hugging and crying. A soulless machine will not be able to determine all the required qualities 100%. Yes, guys, we still need a living man. There are normal peppers among us, there are few of them, but they are in vests. They know how to find the right approach to the developer, to play on his weaknesses, needs, interests. Present yourself not as a Gestapo man or a doll with programmed questions, but as an interesting interlocutor, to whom you will want to come to get a job the next day.
Over time, technology will abolish recruiting jobs, but first of all, the heads of these wooden workers will go off. Tops in their niche will be in the digital age as well.
Outcome
Why am I so cocky and correct? Why do I speak so badly about my colleagues? It's simple. I have always held neutrality between the company and the employee / job seeker. I myself have been on both sides of the barricades more than once. I appreciate people and their time. Unfortunately, people started to fail more than technology. Therefore, hope for you, developers!
Q&A
I will be glad to hear your questions, wishes, criticism. I am ready for a full-fledged dialogue. Despite the fact that the article carries a negative analysis of IT recruiting, I want to convey to you that not all deer and not everything is so bad. At the same time, having heard the feedback - to correct the activities of my colleagues.
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