Worth noting sometimes hiring people are HR and have little to no knowledge about what they need. There was a post where Swift was only 3 years old and someone made a job post and required 7 years of experience with swift. I usually avoid companies like that and advise others to do the same. One problem is I hate companies that use buzz words to sell to client and most of what they do is lying... We should avoid those companies and try to offer better experience to our customers before it's too late and we ruin the industry
True, most of the times he departments have no idea how to properly hire developers because they have absolutely no idea of what developers do, know or should. Focusing on keywords and trends saves HR from the hassle and there are not enough metrics to judge the success rate of this kind of filtering I guess. I guess having developers hire developers would be the correct course of action in any small to medium sized company.
Just my thoughts though.
Here in Chile head hunters are bananas, their entire job could be replaced by a checklist form. The usual interview goes like this:
Do you know A pattern?
Do you know B pattern?
... Z pattern?
And then comes dependencies
Do you know A library?
And so on and on.
And it is absolutely bullocks. You are hiring a jr? Ask about arch pattern, that is ok, but if the company cant provide training! That is a red flag.
You are hiring a senior? Then why even ask about architecture patterns that is literally the job of a senior, there are houndreds of architecture if you are senior you know 1 then you can learn any other.
And the dependencies things, pure BS, it is a library, it has doc! Either train your hires or allow then time to learn.
The perfect fit is the equivalent of a fairy tale, and then they hire and live happily ever after. I rather real work software with problems and team to help.
Haha yes it's brilliant ... and of course this is not just the case in Chile, this is true in about every country all over the world. And the sad thing is that companies looking to hire devs are wasting tons of money on the "services" of these recruiters.
It is complicated to have devs hiering devs in larger companies. But dependent on a team that needs a helping hand it could be easily done. Write what kind of project is it and what kind of dev is needed than let the lead developer or someone capable enough do the short tech interview to check is someone a good fit and also let then check the CV. If you need a senior java dev just to keep on working with new features you could decide to hire c# senior of 5 years of experience because it's an easy switch. Now if you need performance related stuff you would probably go with someone that did actually java and not other languages. This should usually be discussed with managers and the devs involved not just upper layer
I once had to explain to a recruiter for a front-end position what was front end, what was react, what was javascript and how do they relate to each other.
Something similar happened to me a few weeks back. I had to rate myself in Java to a recruiter for a frontend developer position. I really had a hard time to stop myself from laughing my arms off! :-D
My previous job said mobile interface developer, with experience in Angular, TypeScript and Ionic, thinking I was going to work on mobile-first web or hybrid mobile projects.
HR: Do you know bootstrap?
😐
HR: Have you worked with CSS3?
🤔
HR: Congrats, you have been employed as mobile interface developer.
What I do at work is building Android apps using native env. (Kotlin & Java). I dropped this job for good.
Worth noting sometimes hiring people are HR and have little to no knowledge about what they need. There was a post where Swift was only 3 years old and someone made a job post and required 7 years of experience with swift. I usually avoid companies like that and advise others to do the same. One problem is I hate companies that use buzz words to sell to client and most of what they do is lying... We should avoid those companies and try to offer better experience to our customers before it's too late and we ruin the industry
True, most of the times he departments have no idea how to properly hire developers because they have absolutely no idea of what developers do, know or should. Focusing on keywords and trends saves HR from the hassle and there are not enough metrics to judge the success rate of this kind of filtering I guess. I guess having developers hire developers would be the correct course of action in any small to medium sized company.
Just my thoughts though.
Here in Chile head hunters are bananas, their entire job could be replaced by a checklist form. The usual interview goes like this:
Do you know A pattern?
Do you know B pattern?
... Z pattern?
And then comes dependencies
Do you know A library?
And so on and on.
And it is absolutely bullocks. You are hiring a jr? Ask about arch pattern, that is ok, but if the company cant provide training! That is a red flag.
You are hiring a senior? Then why even ask about architecture patterns that is literally the job of a senior, there are houndreds of architecture if you are senior you know 1 then you can learn any other.
And the dependencies things, pure BS, it is a library, it has doc! Either train your hires or allow then time to learn.
The perfect fit is the equivalent of a fairy tale, and then they hire and live happily ever after. I rather real work software with problems and team to help.
I laughed so hard reading that
Haha yes it's brilliant ... and of course this is not just the case in Chile, this is true in about every country all over the world. And the sad thing is that companies looking to hire devs are wasting tons of money on the "services" of these recruiters.
It is complicated to have devs hiering devs in larger companies. But dependent on a team that needs a helping hand it could be easily done. Write what kind of project is it and what kind of dev is needed than let the lead developer or someone capable enough do the short tech interview to check is someone a good fit and also let then check the CV. If you need a senior java dev just to keep on working with new features you could decide to hire c# senior of 5 years of experience because it's an easy switch. Now if you need performance related stuff you would probably go with someone that did actually java and not other languages. This should usually be discussed with managers and the devs involved not just upper layer
This is great advice.
I hope Devs interview, HR's Follow their own algorithm, if you are an else, have a nice day sir.
Nice way to put it
I once had to explain to a recruiter for a front-end position what was front end, what was react, what was javascript and how do they relate to each other.
Feel you bro
Something similar happened to me a few weeks back. I had to rate myself in Java to a recruiter for a frontend developer position. I really had a hard time to stop myself from laughing my arms off! :-D
Exactly, I read somewhere that they need a jr developer with the experience of a senior developer and with the salary expectation of an intern.
My previous job said mobile interface developer, with experience in Angular, TypeScript and Ionic, thinking I was going to work on mobile-first web or hybrid mobile projects.
HR: Do you know bootstrap?
😐
HR: Have you worked with CSS3?
🤔
HR: Congrats, you have been employed as mobile interface developer.
What I do at work is building Android apps using native env. (Kotlin & Java). I dropped this job for good.
At least I had a laugh
HR's obviously should not be conducting technical interviews