My position in my LinkedIn profile is a CEO of a team of 25 for several years now (nowadays 45), and yet I still do receive about a dozen emails every week through LinkedIn inviting me to apply as a junior developer somewhere or take on a senior position for an industry that I hadn’t even heard of.
Additionally, even though I’ve had the opportunity to build technical solutions in numerous platforms and stacks over the years, I regularly receive invitations for a senior engineer gig in one of the few stacks I’ve never worked in, don’t have listed anywhere on LinkedIn – no recommendations, endorsements or any mentions whatsoever of the given technology.
The Recruitment Process Is Broken
The vast majority of the recruiters are lazy, use automated tools, post fake jobs and so forth. It’s insulting, time-wasting and often they repetitively call and email without having any idea what they’re selling.
Diamonds HR listed some of the main challenges with bad hires:
Over the last 5 (or more) years the HR community worldwide has been growing constantly, which only leads to more unsolicited emails and calls, often repetitive by several people in the same agency pitching for the same job – which is a major mistake given the flawed hiring process that is notable in almost any large organization nowadays.
The Backstory Of LinkedIn For Recruiters
Someone once said that LinkedIn nowadays is merely a recruitment platform, the vast majority of its users being HR reps and their various synonyms – “Talent Expert”, “Opportunity Presenter” or anything related to finding someone desperate enough to take on a gig.
Or you may have heard the joke, being that “LinkedIn is a Tinder for HRs”.
In reality, agencies often brag about their opportunities and hide essential information from contractors. This results in a poorly filtered candidates’ list and a price that’s not competitive or acceptable by both parties.
Commendable HR Activities
There have been only three instances of HR activities that I have admired over the past 3 years:
1. The Non-Intrusive Recruiter
A recruiter once emailed me that I’ve been constantly popping up in his feeds, and he’s incredibly excited to meet me in person – listing my accomplishments, community activities etc.
He asked me for a short meeting next to my office over a coffee, where he asked me a bunch of questions related to my community, folks in my field, what we’re looking for in a job, what are our priorities (cash, time, working locally).
He was not selling anything, but merely getting acquainted with our needs and assessing what sort of opportunities may be desirable for me and my network of contacts.
2. Business Partnership Opportunities
One local HR agency asked me to prepare a curriculum for a short technical training (a series of seminars) on technologies, stacks, frameworks and the like.
At the end we couldn’t arrange all of the details and conduct the training, but during our initial meetings they were eager to coach all of their reps on certain tech topics:
- The differences between server, desktop, web, mobile, embedded technologies
- Which language is suitable for what
- What’s the difference between the main programming languages in different niches
- Which frameworks are comparable
- How to filter requirements from employers before passing on to candidates
Even though we didn’t get a chance to train the folks, I think that this is paramount for any recruiting agency hiring niche employees – be it in IT, legal services, finances and so on.
3. Community Participation
I’ve met several HR reps at some conferences and community events.
One of the main reasons software engineers may be rude to recruiters is simply because developers often don’t receive outstanding offers while getting tons of emails and calls every single month.
Being able to exploit different contact mediums (including face to face) and get educated about an industry by meeting people in person, listening to conference talks and discussing similar problems with other agencies in need is a great step toward becoming a professional recruiter who closes more deals and annoys fewer people.
What Recruiters Need to Value
Many experts who are well compensated and have been working in the industry for 10, 15 or 20 years, value their time more than their money. They have reached to a level where they are able to work in a great organization due to their background and earn a good living, and therefore interruptions and distractions on a day-to-day are adding up and building tension accordingly.
Given the value of their time, I would compare it to an enterprise sales transaction – it requires a lot of communication, background research, meetings, organizing events, building referrals and much more before the deal is closed, while most recruiters hope to land an engineer simply by sending a template email to hundreds of LinkedIn profiles, which is defeating the purpose.
It’s indeed incredibly challenging to find good computer programmers and there are other several legitimate reasons for that.
Reasons Why Hiring Computer Programmers Is Challenging
Variety of Skills
There is a wide set of skills that good programmers possess.
It takes a lot of time for mastering those skills, implementing the right design patterns as applicable, writing compliant and backward-compatible code, taking care of performance and security, ensuring stability and code quality.
There’s the retention problem as well.
Good programmers are in demand. Large organizations or funded startups would be willing to pay a premium price and offer a variety of extra benefits for talented staff.
The European Commission has reported a realistic shortage of up to 900,000 skilled ICT workers by 2020 –.
Good developers are not always open to employment opportunities, either.
Excluding the ones who work at reputable companies already, there are plenty of great engineers who freelance, consult, run their own companies or build their own products.
That causes additional friction for companies looking for the right profile during the recruitment process.
Exciting Work Assignments
Good developers want to be entertained at work. This requires a constant adjustment of the workflow and the types of problems a developer is assigned to.
Good developers get bored often if they are stuck with repetitive work that doesn’t involve a lot of R&D or solving complex problems.
When paying a high salary for a qualified developer, companies are looking for productivity, clean code (including automated tests or lack of internal back-and-forth), understanding business problems, coordinating with other developers, communicating promptly and reporting to management.
Developers are no different from other company roles within a team. Therefore, it’s expected that they could attend business meetings and provide insights, uncover potential risks in a project, and come up with efficient alternatives and options.
All things considered, that turns the recruitment process for developers extremely challenging.
Challenges When Filling Other IT Jobs
I am not a recruiter per se, but having led over a thousand interviews, I’ve faced challenges with almost every role I looked for in the IT context, including non-technical roles.
Again, needless to say, companies are competing for top talent in engineering, not the other way around. Resources are scarce and companies keep growing, therefore demand is through the roof. As an extra challenge, top engineers often switch to management/training, open their own companies, switch to consulting or freelancing, etc.
Finding MBA graduates with no experience is simple, and just as useless.
Managers exist in different contextual situations, but studying the subject matter may be bothersome at times. Gauging great fits is tough, and could cost a small fortune should you take a leap of faith without the right due diligence.
Everyone sells themselves as a wordsmith, a fellow of the Feather, and other fancy self-proclaimed definitions.
Aside from basic grammar mistakes or stylistic dysfunctions, the job tends to come with other prerequisites, be it horizontal (familiarity and experience with SEO or writing sales pages) or vertical (understanding a particular industry).
This was the second most popular role after QA here, though most marketers either came from traditional, offline marketing (lacking any digital skills).
Some had some basic B2C marketing experience (usually through running a small eCommerce shop for clothing, cakes, or handmade jewelry.)
B2B experience is hard to find, especially if you start asking about setting up and measuring KPIs. This is fairly common across other niche disciplines.
You want to make sure that candidates don’t post the forged mail merge letters by your future HR on Facebook with misspelled names or, even worse, inviting them to a completely random position.
Even if you pass through hiring 101, understanding the dynamics of a business (and its corresponding acronyms or the basics of a job) requires some starter aptitude, too.
Though I was making a point with the sample list, we have never managed to successfully hire a salesperson in-house.
I say “successfully” because we’ve hired 5 over the past few years and none have managed to get us even “close” to closing a deal. We’ve lost a number of inbound leads, too, but especially in terms of IT, I can barely name two or three people in technical sales roles around me who confidently hit and exceed their quotas.
In a nutshell, recruitng for IT companies isn’t trivial. But there are specific 101 basics that headhunters have to comply with to avoid ruining the brand’s reputation of their clients.