A little bit of a rant on technical recruiting….
I feel like recruiters go one of two ways when trying to recruit candidates for jobs. And keep in mind I don’t really have the answer here but there has to be something better out there right? Some recruiter has it figured out.
I say this because right now in my field I am actively being headhunted. I think just like anyone else it feels good to be wanted, but do they really want me? The job descriptions sometimes don’t really match what they are looking for or they are so narrow they might miss out on a great candidate who they may have to invest in. And that’s the biggest problem really, companies don’t see new hires as investments, they see them as assets and if you don’t have the asset they are looking for right now, they won’t even sniff an investment even if you might pay higher dividends in the future.
The other type of recruitment I see is something I like to call the all aboard! In reality, I haven’t seen much of these lately. You know these! These are the ones where someone lists every possible language and library they have ever heard. You as a candidate really have no idea what kind of coding they are expecting until you actually get in front of them for an interview. These usually require 100+ years of experience. These are even worse in my opinion because now you are just shooting in the dark and you are likely to get a ton of candidates but not one with a particular skill set you are looking for.
I prefer to make investments in people. I like to look at code examples over time to see how people progress (even if it’s just from college). Anyone on my team, I expect them to take time out of their month to keep up to date on new technologies or refining their own skills.
The biggest problem with technical recruiting today is that the people doing the recruiting for tech companies are not really tech people themselves. They know a lot of jargon, and they find you on LinkedIn and then they rush you in front of the client. It’s a competitive business (as I’ve found out) and I have flat out rejected some offers because I didn’t think it would fit. Their incentive is placement, not necessarily the right placement.
Lastly, please don’t take this as me bashing technical recruiters. Their job is important. Any good coder worth their salt is already working and the only way to find really good hires right now is to snatch them from other companies. Recruiters can do that. Maybe tech companies could do a better job of writing job specifications. Tech companies should look at hires as making investments as well. Like I said, I don’t have the answers, these are just my experiences, but there are places we could start.