301–310 of 364 posts
Earlier quoted context omitted.
The barrier is lower for applying, but as many other posters saying, there is simply just interest in quick ROI and zero willingness to think long term. I recruited for several years for my companies too. First thing I noticed, there is huge variability in CV for each country. When I receive a CV from an indian person (from India), I don't know if I should expect 100% lies or what, even from qualified seniors. On the…
Can you share your opinion about other countries as well? It's an interesting statistic which I, suspect, not many would be willing to discuss publicly and non-anonymously.
Let me reinstate that also this is not universal. We had very good candidates which didn't inflate the resume, thus my point that I really cannot look at the CV by itself. This is very detrimental for both.
I took "germans" as a stereotypical example here. Thinking back, most qualified applicants anywhere in EU are in a similar ballpark. I would say a small amount of inflation is common, but senior applicants generally match much more closely the qualifications they presented. I didn't have many applications from other eastern countries to say anything else.
I'm also not an HR guy. I just participate in the hiring process when the need arises.
What I often cite (for fun): https://tudorbarbu.ninja/message-to-recruiters/ most notably "This is how most job ads sound nowadays:": We’re looking for a person with more than 100 years of experience in software development, coding everything from BIOSes to cloud applications, knowledge of all past, present and future operating systems and setting up secure networks. The applicant must also be able to juggle up to tw…
Earlier quoted context omitted.
The barrier is lower for applying, but as many other posters saying, there is simply just interest in quick ROI and zero willingness to think long term. I recruited for several years for my companies too. First thing I noticed, there is huge variability in CV for each country. When I receive a CV from an indian person (from India), I don't know if I should expect 100% lies or what, even from qualified seniors. On the…
>> When I receive a CV from an indian person (from India), I don't know if I should expect 100% lies or what, even from qualified seniors. Be careful about going there. Discrimination is illegal & unnecessary.
Do we need more evidence that "Entry-Level" means "poorly paid"?
I personally think there two issues here: a) Expectations of 'Entry-level' actually being greater than 'junior/apprentice' b) Mentors not part of the role Both of these issues have arisen from a lack of willingness to have a long-term view and wanting immediate ROI, which I imagine has come about from the perceived view that staff don't stick around anyway. Set up proper trainee/cadet/apprentice programs, provide men…
This is the core of your comment, and the rest of it describes the whole mess more concisely & articulately than nearly anything I've read.
It's indisputable that being willing to train less experienced people leads to wasted money in the many cases where it doesn't work out. To those with attention spans longer than 6 months, however, it's equally indisputable that when it's done properly and does work out, it tends to more than make up for all the 'wasted' cases where it did not.
There is a ton of untapped, eager talent out there just waiting for a chance. You may have to wade through a lot of duds to get a good hire, but in my view there is no better way to acquire dedicated employees who actually care about the longer term well being of the company.
Earlier quoted context omitted.
The barrier is lower for applying, but as many other posters saying, there is simply just interest in quick ROI and zero willingness to think long term. I recruited for several years for my companies too. First thing I noticed, there is huge variability in CV for each country. When I receive a CV from an indian person (from India), I don't know if I should expect 100% lies or what, even from qualified seniors. On the…
> As a senior dev, I keep asking: would I apply to my current application? I have to answer that no, I wouldn't. Looking at it from the other point of view, are you getting enough candidates that you are comfortable with via your current application? If so, the question becomes whether it would be enough of a benefit getting "you" (people like you) to apply to your current job... vs the cost of having that many more…
This, in turn, results in a process of exclusion during the process more than actual evaluation (which then begs the question: why put such high requirements?).
I'm pretty sure we're discarding individuals which are just too afraid or see themselves too conservatively. I'm not afraid to say that I ended up in my position by pure chance, and probably wouldn't pass the hiring method we currently use, despite being here for quite a long time.
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Those titles are gendered, unfortunately. If we want such a system, we should adopt new titles that are more inclusive.
Calm down. You are part of the problem. You piss off otherwise inclusive and reasonable people with such nonsense. JourneyMAN doesn’t mean an actual “man.” That is an archaic interpretation to suggest a journeyman means “man.” We don’t call “fishermen” “fisherpersons” — that’s just silly. You can have female fisherman.
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There's a huge difference in no work experience and no experience at all. Hiring college grads without a lot of real world experience gives you the opportunity to mentor and train in good methodologies that I find older developers will refuse to implement without incessant fighting. It is more work initially but the long run payoff has been fantastic in my experience. When you manage based on yearly expectations that…
I'm curious to hear what kinds of skill gaps you see and the severity of issues they bring, and if there are common knowledge gaps or it's more random.
It's possible for a self-taught to developer to learn a lot but stay in their safe bubbles of expertise, work or school can push you out of your comfort zones quite frequently and force you to expand your horizons. In a way that you might not do for yourself, at least not all the time.
Individual experiences may vary. I'm not saying there aren't some amazing talented self-taught programmers just you have to be very careful in assuming that they all are.
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>when I was fresh out of college all the entry positions I saw required several years of experience Same. That struck me as particularly BS'y. I asked career counselors at my school about that and they said to "embellish" my background a bit, but not to lie. The specific advice I got was if you worked as a developer on a short term project a year ago that would count as a year of work. If asked about it the advice wa…
I've noticed that people conflate "years of experience" with "time elapsed since the first time you did the thing" all the time. I would love to see job postings that require 2,000+ hours of experience for junior level or 10,000+ hours for senior level.
Figuring out skill level is hard. And no matter what job you are at and skill level, it requires training. But if we're talking junior positions, that means "we are going to teach you." I feel like that part is being lost.