It is the exact same thing as dating. You go through multiple people, throw a bunch of stuff at the wall to see what sticks as far as filtering candidates go, etc. And it is not even fun or has any concrete incentives for the recruiter especially when the recruiter is never going to work with the hire anyway. And farther you move from team members doing recruiting to 3rd party agency the more ridiculous it gets because it's just absurd
Of course it has incentives for the recruiters, they get paid by filling the role. What would your solutions be?
That's not a concrete incentive by any means (besides making sure *someone* will get hired. Metrics etc. are useful to make sure recruiters are recruiting along business interests but they are all open to exploitation and even hinder finding good fits on the long run. Best example is the YoE trash which is the worst thing to happen to the market ever
Solution would be shifting recruitment more towards the working teams themselves. It is seen as the most expensive way to do it but I think it is blown out of proportion
Yeah recruiting sucks. But the labor pool also sucks rn every bootcamp grad tries to join companies barely knowing HTML
Yeah for the startup scene especially the suck is flipped around
I feel bad for.recruiters at this point especially as an engineer who had to do de facto recruiting on my free time for my corp
Hmm, from a recruiters perspective, it must be a lot like being a girl on Tinder. Tons of shitty applications, the few good ones that do talk to you end up flaking and going with another girl, and it can take weeks/months to finally land a good relationship. Then they dump you for some other girl with bigger TC.
Damn you've had experience with this both in and outside the realm of recruiting.
Amount of Pinterest browsing and brunches checks out
Fundamentally flawed? Or just the best we have at the moment. Imagine life without them. Youâll get plumbers, cashiers, factory workers all applying to FANG with 0 yoe and management will have to sit there and sift through all of them to find the 0.1% of them who are actual SWE candidates. Sometimes we are upset about the 1% flaw in things but donât see the 99% benefit. I wouldnât call recruiting âfundamentally flawedâ. It just still has room to grow like anything else
What is wrong with transitioning careers? Learning the basic toolkits takes mere months but fresh insight from another line of work is never not valuable. I wish I ever had a plumber or factory worker come in for interview. And mentioning yoe doesn't do wonders for your example given how bad a metric it is. In any case, the best we have is a global market wide malpattern
I see what you mean. You want to recruit everybody. Good luck trying to run an operation like this. Imagine yourself a startup founder trying to hire. Or even management at any company with hiring needs. You will spend all day looking through candidates. Already we have hit rates of like 1 in 100 candidates. If you value your time youâll do the simple thing by not wasting your time with folks who definitely donât have relevant experience. Your search will become truly 1 in a million.
Hiring is probably the hardest part of your job as you move up. Such a PITA
In attempting to understand OP, his argument is that recruiting priority should be valued greater than it is today. You came in with an argument aligned with the multi-national corporations that push recruiting priority to far below that of product offerings. If the value proposition for recruiting is how you perceive it, then no counter-argument exists. There is no better ROI if you cap the hours&effort that the companies are putting in.
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