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
thanx for taking the time for writing this comment.
well. in general, at least for me, I´d like more transparency and speed: I don't want to spend time - be it 5 minutes or 45 minutes to tell every recruiter what I do, what is my skill set and what I am looking for ( actually I am not looking for anything at all - you contacted me because you think I fit to a specific position..) I have my LinkedIn and xing profile and they are updated. if something matches well, let's discuss it, and tell me immediately the name of the company.
More in general - sorry for being maybe too blunt - I don't see much value added by the current recruiting system. If the recruiters are just promoting jobs that are already available on multiple sources why to bother - If I am looking for a new position, it´s very likely I googled around and made some research.
Different story if the company itself prefers to go only with the recruiters' channel - then it could make sense, but again, in that case, I would be likely already in touch with just one or two recruiters that would contact me whenever something really matches - and could tickle my curiosity.
I understand what you are saying, however you’re talking about Recruiters who work for recruitment agencies. Whereas I’m talking about in-house recruiters such as myself Who are full-time salaried employees directly for the company for which they are recruiting.
In fact, almost everyone in this entire thread is talking solely about agency side recruiters not in-house recruiters. And there is a marked difference. Agency Recruiters are those who are independent or work for an agency where they represent multiple companies at a given time.
Most companies are building out their own internal recruiting departments.
Even still, the typical interview process for almost every company out there is:
An initial phone call with a recruiter
A hiring manager interview
Onsite etc. etc.
The initial Recruiter phone call is to make sure it’s a good match for both parties.
There will be some recap of your work experience - that is typical because anyone can write anything they want on their LinkedIn. It’s important in the initial phone call to touch on the candidate experience and background to make sure it’s legit by asking a questions digging deeper into the candidates experience. The other part of the call is to thoroughly describe our company, what we do, the job for which were hiring, and the department the role sits within.
In addition, we will discuss your salary requirements, our budget for the role, and both of our timelines.
While, from what you said, this might not seem like a good use of time, it’s extraordinarily important to make sure we don’t mutually waste each others time. It wouldn’t make sense to go through the entire interview process just to find out we have a huge salary to budget discrepancy, or you’re not really ready to make a move yet, or you don’t actually have a technical experience required for the job. These things can all be covered in that initial phone call.
All of this said, agency recruiters have given all recruiters a bad name, but the process is still similar. I still look for profiles on LinkedIn, AngelList, Indeed, Github, etc. and I send out emails and messages to attract possible candidates in hopes they will respond. When they do, we set up that initial phone call, and if it goes well then we continue the interview process.
As a job seeker it’s in one’s best interest to adhere to this process with in-house recruiters, as it is what it is. (Even though having the same conversation multiple times can be a bit annoying, that’s just the process. So be it.)
Now, agency recruiters Will work with different companies. Recruiter A may work with companies 1, 2 and 3, and Recruiter B works with companies 4, 5 and 6. So it could be in your best interest to still work with multiple recruiters since they work with different clients. You could trick the system and get the company names from the recruiter on your initial call then immediately go and apply on your own before they submit you to the client. I can go in to a lot more information on all this, but I’ve already written a lot.
What you can do differently to make it better is: the next time you are looking for work, only work with internal recruiters and not agency recruiters. And since you are not actively looking, you are much better off only speaking with internal recruiters rather than agency recruiters.
All of this said, my question is still not answered. :-) That is:
Beyond obvious error avoidance, what would you prefer recruiters do differently? (Update: this is with the understanding that the initial interview screen with the recruiter is a good thing for both parties and likely is unavoidable.)
How can a small/mid-size tech company, like the one I work for, make sure we are on your radar when you are ready to look for a new job?
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
thanx for the long reply.
the article is referring - and all the commenters were referring - to recruiting agency and external recruiters or head hunters or whatever we want to call them. I don´t think anyone meant HR people recruiting for their company.
Honestly I have absolutely nothing against that process. And it´s normal having the steps you mentioned - because I am already in contact with the company!
The annoying part is mostly the emails and phone calls from external recruiters, which bring absolutely nothing.
So to answer your questions:
1) For me internal recruiters are just fine. and i am not bothered or annoyed by them at all.
2) hard to say.
Go to Meetups and connect,
join these Recruiting Speed Dating events that are being organized anywhere nowadays,
search github, blogs and dev forums and network with people,
use referral systems among your employees so that they are prompted to share job opening on their social networks. etc..
And anyway, honestly. I am actively looking for a job, I google all the companies / startups that are in my area. and apply to those that I like. so just having a website and be on google maps it´s enought to be on my radar :-)
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thanx for taking the time for writing this comment.
well. in general, at least for me, I´d like more transparency and speed: I don't want to spend time - be it 5 minutes or 45 minutes to tell every recruiter what I do, what is my skill set and what I am looking for ( actually I am not looking for anything at all - you contacted me because you think I fit to a specific position..) I have my LinkedIn and xing profile and they are updated. if something matches well, let's discuss it, and tell me immediately the name of the company.
More in general - sorry for being maybe too blunt - I don't see much value added by the current recruiting system. If the recruiters are just promoting jobs that are already available on multiple sources why to bother - If I am looking for a new position, it´s very likely I googled around and made some research.
Different story if the company itself prefers to go only with the recruiters' channel - then it could make sense, but again, in that case, I would be likely already in touch with just one or two recruiters that would contact me whenever something really matches - and could tickle my curiosity.
Hi Davide,
I understand what you are saying, however you’re talking about Recruiters who work for recruitment agencies. Whereas I’m talking about in-house recruiters such as myself Who are full-time salaried employees directly for the company for which they are recruiting.
In fact, almost everyone in this entire thread is talking solely about agency side recruiters not in-house recruiters. And there is a marked difference. Agency Recruiters are those who are independent or work for an agency where they represent multiple companies at a given time.
Most companies are building out their own internal recruiting departments.
Even still, the typical interview process for almost every company out there is:
The initial Recruiter phone call is to make sure it’s a good match for both parties.
There will be some recap of your work experience - that is typical because anyone can write anything they want on their LinkedIn. It’s important in the initial phone call to touch on the candidate experience and background to make sure it’s legit by asking a questions digging deeper into the candidates experience. The other part of the call is to thoroughly describe our company, what we do, the job for which were hiring, and the department the role sits within.
In addition, we will discuss your salary requirements, our budget for the role, and both of our timelines.
While, from what you said, this might not seem like a good use of time, it’s extraordinarily important to make sure we don’t mutually waste each others time. It wouldn’t make sense to go through the entire interview process just to find out we have a huge salary to budget discrepancy, or you’re not really ready to make a move yet, or you don’t actually have a technical experience required for the job. These things can all be covered in that initial phone call.
All of this said, agency recruiters have given all recruiters a bad name, but the process is still similar. I still look for profiles on LinkedIn, AngelList, Indeed, Github, etc. and I send out emails and messages to attract possible candidates in hopes they will respond. When they do, we set up that initial phone call, and if it goes well then we continue the interview process.
As a job seeker it’s in one’s best interest to adhere to this process with in-house recruiters, as it is what it is. (Even though having the same conversation multiple times can be a bit annoying, that’s just the process. So be it.)
Now, agency recruiters Will work with different companies. Recruiter A may work with companies 1, 2 and 3, and Recruiter B works with companies 4, 5 and 6. So it could be in your best interest to still work with multiple recruiters since they work with different clients. You could trick the system and get the company names from the recruiter on your initial call then immediately go and apply on your own before they submit you to the client. I can go in to a lot more information on all this, but I’ve already written a lot.
What you can do differently to make it better is: the next time you are looking for work, only work with internal recruiters and not agency recruiters. And since you are not actively looking, you are much better off only speaking with internal recruiters rather than agency recruiters.
All of this said, my question is still not answered. :-) That is:
thanx for the long reply.
the article is referring - and all the commenters were referring - to recruiting agency and external recruiters or head hunters or whatever we want to call them. I don´t think anyone meant HR people recruiting for their company.
Honestly I have absolutely nothing against that process. And it´s normal having the steps you mentioned - because I am already in contact with the company!
The annoying part is mostly the emails and phone calls from external recruiters, which bring absolutely nothing.
So to answer your questions:
1) For me internal recruiters are just fine. and i am not bothered or annoyed by them at all.
2) hard to say.
And anyway, honestly. I am actively looking for a job, I google all the companies / startups that are in my area. and apply to those that I like. so just having a website and be on google maps it´s enought to be on my radar :-)