Several weeks ago I posted two articles on recruiters. I couldn’t have been more surprised by the visceral reaction I got! It appears that many of us have had challenges in working with recruiters. Broken promises, misunderstandings and not understanding one’s rights and responsibilities in working with recruiters are a few of the reasons I believe there is so much response to the mention of the word “recruiter”.
Additionally, it’s clear that some readers even believe recruiter’s jobs are outdated and should be replaced by software. I commented on that here by taking the entire hiring process and attempting to automate it in extremely simplified pseudo-code. (If someone wants to provide a flow chart or use case for that, it would be super-cool.)
The question we had been asking was “How should we identify and use recruiters?” The answer from the readers appeared to be, “carefully, and as little as possible”. The answers from recruiters were as varied as the individuals themselves. I have an article coming out in the next few weeks in which a local recruiter tells us the “ins” and “outs” of recruiting. It will be should prove helpful.
All of this, however, made me think, what do recruiters think of us?
So I asked.
I’ve said it before: LinkedIn is awesome. The value from the “free” aspects of it is overwhelming once you figure out the nature of that value. One of the features I’m learning about is Questions.
I used LinkedIn to ask the following question:
How have high-tech candidates hurt their chances of you helping them?
That would imply that recruiters aren’t required to help us? Yep.
Taking a look at their responses was eye opening. Take a look:
Hi, we just filled a systems engineer position. While conducting our search, we had a candidate send his resume; we sent him a reply from our HR mailbox that day thanking him for his interest in [our company] and to let him know that we received his materials etc.
Within hours, this candidate replied to the HR mailbox with a nastygram saying that he didn’t appreciate what apparently was an “automated response” and that he bet no one even read his emails. Umm…yes, we read everything that comes to us.
Interestingly, we had already moved him into the “next step” applicant pool.
Upon receipt of his flamemail, we took him out of consideration.
Also, just to reiterate that many companies actually look at candidates on the public social media sites as we’re as interested in the personality fit as we are the skillset. Social networking has not only opened up new methods of job search, it’s also expanded ways of referencing outside of those provided by the candidates themselves.
-L. from Raleigh, NC
***
As you can see from many of the responses it only takes some “high-tech” candidates opening their mouths to hurt their chances. My team complains all the time of tech candidates not having the soft skills required to be successful in the corporate world. They work at keeping their skills up-to-date, maybe they should work on their people skills just a bit more.
-M. from Orange County, CA
***
First, an I.T. professional needs to be able to describe what they do so anyone can understand it. Though they may be interfacing with highly technical people, they also need to be able to talk so other potential stakeholders can understand the value they bring.
Second, the person needs to understand (seek understanding) of the current business need, or business problem. Technology is definitely cool, but ultimately technology is best used to solve a problem.
And as X mentioned, the candidate must know the reality of the global economy. That is, there is a reason jobs are being outsourced. Understanding, and respecting Friedman’s ‘World is Flat’ thesis can lessen the ego and bring about a more humble conversation.
-H. from St. Paul, MN
***
Agree with other responses – IT candidates often believe they have a unique skill that no other candidate possesses. Must be a Sr. level or Lead position or they are not interested, even if they are not currently working – “something better will come along”.
Even after discussing the CONTRACT position, candidates will ask during the interview “when will I be an employee?” Can’t work with candidates who are only concerned about themselves and not the client’s needs.
Thank you to those candidates who return our calls, show up on time for interviews and come prepared.
-F. from Raleigh, NC
***
Not necessarily IT, but here is where I have drawn the line:
1. They don’t get excited and passionate about what they are doing. Telling me, I wouldn’t understand because I am not IT rather than using a perfect opportunity to educate me.
2. Everything is all about them. No one else in the world is looking for a job, no one else has asked me to help them, no one else is as amazing, awesome, stellar, super star caliber.
3. Having unrealistic expectations that every single business NEEDS them and NEEDS to pay their exorbitant salaries-C. From Toronto, Canada
This is pretty rough, huh? It may be that none of us have ever made these mistakes. I know I’ve made several of them. But if we want to compete in the market place, these comments are telling us exactly was the competition is doing wrong and what we can do right!
Keep your head up. Keep working hard. Good things are coming. If we can be of service, please contact us.
