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re: Let's talk about recruiters VIEW POST

FULL DISCUSSION
 

Personally, I have had really bad experiences with recruiters, once, I was even rejected without even applying to a position from a large global corporation. This situation put me to think if they are really trained in their fields. What would I expect from a good recruiter, especially from the most experience ones?

  1. To be trained in the field they're recruiting. Someone who recruits developers for C# or Java can barely know who is a good Tech Lead or ITSM expert since these topics are out of his/her own expertise.
  2. To notify in advance if they are not interested. It can be done almost immediately as the one who rejected me without applying did, you don't waste the time of the candidate and he/she can start searching for another job.
  3. To provide feedback. Is it so hard to provide the reasons why a person is not a good fit for this position? You don't need to go so deep, but if you say well, the hiring manager says you are missing theses X skills that we need in this moment, you're doing a massive favor that might help the person redirect his/her efforts to achieve the next level and in the future he/she can apply if the opportunity arises, but if they say nothing, how the person can know how to become better? Or understand his/her weaknesses?
  4. To stop discriminating people for being "overqualified". Have you ever wondered why an overqualified person is applying for X position? Maybe he/she has some health issues and needs to be closer to his family, maybe this person is a need and needs this, this is basic human psychology, there is a reason behind, why someone might accept less money or do something like this. You can ask and don't say just NEXT. I even persuaded someone to give a person an opportunity because this person was "overqualified", what was the reason? The person was having some health issues and needed a less stressful job.
  5. To give opportunities to "talented people". Many times they blocked themselves like this person might fit, but it's not what we want. We complain of how people cannot get opportunities or no one wants to give us a chance, but we do exactly the same when we have the power in our hands.
  6. To be honest with the position. I have got offers from totally different topics that are unrelated to my profile. I was confused when they offered me to be a Consultant of RPAs and when I had the interview with the potential client, I was a RPA developer that wasn't connected.
  7. To update their knowledge to the current trends to understand as they expect from us.
  8. To stop asking unnecessary questions like why do you want to move to another company? Or country? If you're applying let's say from Paraguay to Canada or certain European Country; it's quite obvious the possible reason, money, opportunities, family, etc. It's not necessary connected to: I hate my job. Also, is it really necessary? Not because I have a good career in certain place, it means I don't want to level up and grow in my profession, I got even these kind of questions for PhD applications (where obviously an important reason is the degree and the personal development more than money). I could understand that question if you're applying to something unrelated to his or her field of expertise; let's say, you want to become a pizza baker (no offense, we need awesome 🍕🍕🍕 bakers!).
  9. To avoid questions about your current salary. This question could make sense if you're living in the same country, if you're relocating to a totally different country, the salary might not have even any connection.
  10. To focus on the position and the potential the person can bring to your company. Not everyone has the experience that you expect and might never get it, but there are proves like his/her achievements or promotions that can guide you if the person is ready for the next challenge and bring benefits to your company. We understand companies focus on the ROI as we do.

I believe this is a work of both recruiter and potential employee, but I noticed that developers must keep updated to current trends and recruiters rarely leave their comfort zone and if someone tells them, I need a RPA developer in UiPath, but I don't know what UiPath is, I start searching when I don't understand well what I'm looking for.

My fellow recruiters I believe you can level up too and change our point of view.

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