Let me start by saying I am not an HR guy. Nor have I ever been a full-time recruiter of any sort. So perhaps, I’m way off base with my thoughts on this topic. PLEASE straighten me out if I am because there are a lot of practices within this space that make no sense to me.
I. The Skill Set Years Experience Mismatch
Lately I have seen a flood of open position postings on the various job boards that will say something to the effect of “Jr. Developer\Recent College Grad\1-2 Years experience” as the headline of the posting. Only to find in the requirements section, experience (which to me means more than just exposure or reading a help doc online) for some 30 different technologies. Maybe, yes maybe with the right set of circumstances a Jr. resource as described in the headline might have started in an environment where he or she was given free rein to provide solutions through whatever means. I was lucky enough to have started my career as the only software developer for a successful Insurance company where I was able to explore whatever new technology came along and experiment with different techniques. I think this is pretty rare. Some companies spend the first 6 months breathing over a new resources shoulder with weekly code reviews before they’re promoted to level on and the code reviews come when the developer is ready. Many companies only let their resources sustain existing code and teach them just the basics to troubleshoot the existing technologies while the more senior staff works on innovation.
So are the hiring managers or recruiters looking for 80% of the required skills? One or two? Software design and development professionals are detail oriented and precise personalities. If I can’t talk about every skill listed, I’m not going to apply for a position.
II. Competing Technologies
Another favorite of mine is when the laundry list of experience includes market competitors. The posting is looking for someone with 5 years experience and expert knowledge of Oracle, DB2 and SQL Server, or Expert level .NET and Java. First, can you really become expert in 5 years, especially if the maybe 2 of those you were just doing maintenance work (i.e. spell checking websites)? Secondly how many companies invest tens of thousands of dollars in SQL Server and more tens of thousands on Oracle? As a vendor software developer your product may need to support more than one database platform. However, what percentage of the candidates the job market hail from vendor software companies? Are there really any transferrable skills between .NET and Java? It seems to me trying to grow one resource into an expert of both is far more expense than cultivating two specialists and most companies would do the latter.
These types or requirements lead to a lot of confusion for candidates. They don’t know if they should bother applying or not. The recruiters are inundated with resumes that don’t fit the request from the hiring customer.
III. Automated Recruitment Phone Recruiting
This year in particular I have been flooded with outsourced call center recruiter calls. These calls always follow the same format.
- I answer the phone to silence
- A few seconds later someone in a very thick accent says, “Hello may I speak to George?”
- “Yes this is George.”
- Faster than any normal human being should be able to speak -“Uh hi. My name is gibberish. gibberish gibberish gibberish gibberish gibberish gibberish gibberish gibberish gibberish gibberish gibberish gibberish …”
- Me, “Whatever you’re talking about I’m not interested. Thanks.”
- Hang up.
It’s as bad as the campaign calls around supper time during an election cycle. Who in their right mind thinks this is in any way an effective means to find a qualified candidate? I seriously doubt these individuals understand the technical requirements well enough to successfully phone screen much less are able to fight through the language barrier well enough to have a real conversation about the candidate or the opportunity.
IV. Don’t Read the Resume
Another new interesting fishing tactic is the mail blast, or I guess that’s what’s going on. Why else am I getting emails for Jr. or Intermediate 5 years or less positions from the job boards where my resume clearly showing 16 years of experience are posted? Or the expert Java Architect roles I was sent when Java J2EE doesn’t appear anywhere on my resume? Recruiters, does this tactic work?
I understand there is a perception in the US job market right now that a lot of people are out of work and some companies are hoping to cash in on getting better qualified candidates for less compensation. This perception has created a recruiter feeding frenzy atmosphere. The truth is most of the top ranked talent is aware of what’s going on and they’re sitting this cycle out, or contracting. The unemployment rate among software development professionals is not nearly as high as other skill sets like manufacturing and construction. I believe this tactics will not be successful, and my land your corporation with a lot of negative feedback on a site like GlassDoor.com.