Your article's comments are valid, and gladly posts like this help me to do my job better. Thank you.
One positive thing to remember is this. If recruiters reach out to you, your skill is in demand. Majority of workers are not developers, their skill in not in such demand. Emails from recruiters are your market barometer. Take it to your advantage!
I recently switched from agency recruiting (basically new call centers) into internal recruitment. The quality of my work went up. Still, technical recruiters are not developers. Although I know that React is a library but Angular is a framework, there is still so much I can understand while recruiting for 30-40 non-overlapping jobs simultaneously.
Trouble maker and Problem solver ⚙️🔧
Loves simplicity, hates bullshit 💩.
Productivity obsessed, avid learner 🖥🚀
Sport and outdoor freak 🧗⛰
Metalhead 🎸🤘 Father of 2 👨👩👦👦
Opinions are my own
of course i always keep in mind that if I get emails from recruiters it means that somehow my job is still in demand. but for the reason I mentioned it has become less meaningfull.
In the past I felt gratitude for each email I was receiving. I felt obliged to reply. Ehi, I am lucky. I work in a market where there is a lot of demand, and among many devs they contacted me!
Do you understand that after 100 emails where you clearly understand they did not even read your profile, this loses value?
Recruiting is kinda like dating. You appreciate compliments, when are sincere, if you realize that the person you are dating is saying the same compliment to every single breathing being they meet, well, isn-t that a bit insulting?
btw. of course I am talking mostly about recruiting agencies, not recruiters or HR people working for the same company that is hiring.
:-)
Yes, I agree. The article like yours showcases a symptom of a bigger problem, which is recruitment agencies business model. Sigh.
I found a little trick on LinkedIn which you may find helpful. The more you reply to InMails, the higher in the search list you will appear for other recruiters searching for your skill.
Another tip. If you are dedicated, keep your LinkedIn connections as clean and genuine as possible. Agency recruiters find you through your 2nd or 3rd degree connections. Find the infected link and remove it.
Finally, make your profile as minimalist as possible. Remove searchable skills and buzzwords. Industry players would see your employer name and know which ecosystem of tools you work with.
Although, something tells me you do all these already... :D
“...One positive thing to remember is this. If recruiters reach out to you, your skill is in demand...”
That is if the main skill of the role is within the candidate’s scope of skills. I have counted more times than not where a recruiter has approached me asking about my interest in a role which is completely wrong for me. They search for “developer” and believe that you’re perfect for a role that requires Springboard, Java and Magento... while you have no experience in either of these...
At least two-thirds of recruiters I’ve come across over the last two years have no understanding of the industry they’re recruiting in... how can any candidate have confidence in the ability of a recruiter to help them score a role if they can’t even understand what a client wants or what a candidate has to offer?
Your commentary is extremely valid, and indeed it is difficult for each recruiter to nail it right. Data Analyst vs. Data Scientist? QA Developer - Python or Java? Sysadmin vs. IT support? I was in those shoes as well, I did my mistakes.
Nobody is perfect. You too have most likely taken a few iterations before you wrote the perfect code, and bless the testers to have corrected what you have overlooked or could not see. It is true for other industries and professions as well.
The real question is - are you going to wait for the perfect recruiter to reach out to you? Or are you going to educate a recruiter and nurture and ongoing relationship with them? Both are valid and are up to you.
Trouble maker and Problem solver ⚙️🔧
Loves simplicity, hates bullshit 💩.
Productivity obsessed, avid learner 🖥🚀
Sport and outdoor freak 🧗⛰
Metalhead 🎸🤘 Father of 2 👨👩👦👦
Opinions are my own
thanks for your comment.
but no, sorry I am not going to educate a recruiter to do his job properly. Testers are part of the same company and they can point out my mistakes, but don't / can't / are not able to tell me how to do my job ( and if the bug makes it to the end-user, believe me the end user can get pretty pissed too), so you example doesn't fit.
And honestly, for what they are paid ( out of MY salary, out of the number I eventually negotiated) I expect them to be more professional.
Ok to be honest if you negotiate a salary and have to share - that's a steal! I work as an in-house recruiter, so cannot say anything about salary sharing.
Agency recruiters seem to be a temporary patch, really. There is a much bigger problem behind it... A whole different flaw in the system.
Trouble maker and Problem solver ⚙️🔧
Loves simplicity, hates bullshit 💩.
Productivity obsessed, avid learner 🖥🚀
Sport and outdoor freak 🧗⛰
Metalhead 🎸🤘 Father of 2 👨👩👦👦
Opinions are my own
most of this post is referring to external recruiters, recruiters agencies.
it's not a share that we devs have to give them. it's the fee the company that will hire me has to pay them. and it's a percentage of the salary I will get during the first year of employment.
and afaik it is normally around 20/25% which is huge - for doing basically nothing besides spamming a bunch of devs you found on the internet and making a couple of phone calls to arrange an interview.
It is a much different and bigger problem behind these recruiters.
Trouble maker and Problem solver ⚙️🔧
Loves simplicity, hates bullshit 💩.
Productivity obsessed, avid learner 🖥🚀
Sport and outdoor freak 🧗⛰
Metalhead 🎸🤘 Father of 2 👨👩👦👦
Opinions are my own
that´s for sure. and that´ the annoying part. but more generally it means at least that our job is still in demand. it might not be your specific skill (react or java) but you could always, in need switch tech stack, and learn what the market asks. It´s not so easy in other fields. :-)
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We're a place where coders share, stay up-to-date and grow their careers.
I am a recruiter, can I share my 5 cents?
Your article's comments are valid, and gladly posts like this help me to do my job better. Thank you.
One positive thing to remember is this. If recruiters reach out to you, your skill is in demand. Majority of workers are not developers, their skill in not in such demand. Emails from recruiters are your market barometer. Take it to your advantage!
I recently switched from agency recruiting (basically new call centers) into internal recruitment. The quality of my work went up. Still, technical recruiters are not developers. Although I know that React is a library but Angular is a framework, there is still so much I can understand while recruiting for 30-40 non-overlapping jobs simultaneously.
sure you can! glad to hear recruiters opinions.
of course i always keep in mind that if I get emails from recruiters it means that somehow my job is still in demand. but for the reason I mentioned it has become less meaningfull.
In the past I felt gratitude for each email I was receiving. I felt obliged to reply. Ehi, I am lucky. I work in a market where there is a lot of demand, and among many devs they contacted me!
Do you understand that after 100 emails where you clearly understand they did not even read your profile, this loses value?
Recruiting is kinda like dating. You appreciate compliments, when are sincere, if you realize that the person you are dating is saying the same compliment to every single breathing being they meet, well, isn-t that a bit insulting?
btw. of course I am talking mostly about recruiting agencies, not recruiters or HR people working for the same company that is hiring.
:-)
Yes, I agree. The article like yours showcases a symptom of a bigger problem, which is recruitment agencies business model. Sigh.
I found a little trick on LinkedIn which you may find helpful. The more you reply to InMails, the higher in the search list you will appear for other recruiters searching for your skill.
Another tip. If you are dedicated, keep your LinkedIn connections as clean and genuine as possible. Agency recruiters find you through your 2nd or 3rd degree connections. Find the infected link and remove it.
Finally, make your profile as minimalist as possible. Remove searchable skills and buzzwords. Industry players would see your employer name and know which ecosystem of tools you work with.
Although, something tells me you do all these already... :D
"....while recruiting for 30-40 non-overlapping jobs simultaneously."
Thats a crazy load of jobs to effectively search deeply for each role!
True, the reality of bulk recruitement. Each candidate who isn't a fit is a lesson for me to improve my search.
“...One positive thing to remember is this. If recruiters reach out to you, your skill is in demand...”
That is if the main skill of the role is within the candidate’s scope of skills. I have counted more times than not where a recruiter has approached me asking about my interest in a role which is completely wrong for me. They search for “developer” and believe that you’re perfect for a role that requires Springboard, Java and Magento... while you have no experience in either of these...
At least two-thirds of recruiters I’ve come across over the last two years have no understanding of the industry they’re recruiting in... how can any candidate have confidence in the ability of a recruiter to help them score a role if they can’t even understand what a client wants or what a candidate has to offer?
Your commentary is extremely valid, and indeed it is difficult for each recruiter to nail it right. Data Analyst vs. Data Scientist? QA Developer - Python or Java? Sysadmin vs. IT support? I was in those shoes as well, I did my mistakes.
Nobody is perfect. You too have most likely taken a few iterations before you wrote the perfect code, and bless the testers to have corrected what you have overlooked or could not see. It is true for other industries and professions as well.
The real question is - are you going to wait for the perfect recruiter to reach out to you? Or are you going to educate a recruiter and nurture and ongoing relationship with them? Both are valid and are up to you.
thanks for your comment.
but no, sorry I am not going to educate a recruiter to do his job properly. Testers are part of the same company and they can point out my mistakes, but don't / can't / are not able to tell me how to do my job ( and if the bug makes it to the end-user, believe me the end user can get pretty pissed too), so you example doesn't fit.
And honestly, for what they are paid ( out of MY salary, out of the number I eventually negotiated) I expect them to be more professional.
Ok to be honest if you negotiate a salary and have to share - that's a steal! I work as an in-house recruiter, so cannot say anything about salary sharing.
Agency recruiters seem to be a temporary patch, really. There is a much bigger problem behind it... A whole different flaw in the system.
most of this post is referring to external recruiters, recruiters agencies.
it's not a share that we devs have to give them. it's the fee the company that will hire me has to pay them. and it's a percentage of the salary I will get during the first year of employment.
and afaik it is normally around 20/25% which is huge - for doing basically nothing besides spamming a bunch of devs you found on the internet and making a couple of phone calls to arrange an interview.
that´s for sure. and that´ the annoying part. but more generally it means at least that our job is still in demand. it might not be your specific skill (react or java) but you could always, in need switch tech stack, and learn what the market asks. It´s not so easy in other fields. :-)