51–60 of 94 posts
Has anyone stopped to ask, 'Why do I only get calls from bad recruiters'? "Why am I not on the radar of good recruiters'?
It's interesting to read this stuff and I'm glad you're doing your best to improve UK recruitment. One small thing: all-caps is unnecessary (unless it was a play on RFC should), italic (or bold if you must) is better. Your text is bit of a wall, it might be better unjustified, slightly darker and with some paragraph spacing. I see you're composing it in what looks like Word. Blogspot probably has better defaults if y…
Thanks for the feedback. I've changed the font colour and eliminated the caps. I find the readability & aesthetics better if the text is justified although I will have a play with paragraph spacing. Thanks again!
Earlier quoted context omitted.
Doesn't work either - either bosons exist, and are plentiful, or there are none of them. Being rarer than one is either not special, or impossible!
I need to work on my analogies. I've been using that phrase for months, trust HN to point out the error! To be fair, I base the analogy on the following: Due to a phenomenon known as color confinement, quarks are never directly observed or found in isolation; they can only be found within hadrons
You want free quark, or if you want obscure-physics cred, you could say 'rarer than an odderon'. The (non?)existence of odderons has been an argument in particle physics for about 30 years...
Has anyone stopped to ask, 'Why do I only get calls from bad recruiters'? "Why am I not on the radar of good recruiters'?
I've yet to hear anyone make that claim. The issue is that most of the calls are from bad recruiters, not all. The reason for that is because most recruiters are terrible, not all.
How about a post then on how to attract good recruiters? Seems constructive....doesn't it?
I am not sure I buy the thesis. Greed and money are universal, yet most businesses don't need the call centric approach. Not even companies which sells very expensive things like, say, diamonds. My guess is that recruitment doesn't generate much value, which is a bigger problem than being greedy. After all, what does recruitment do that a job board can't? Looking through a resume for keywords is easy to do with a com…
For example a recruiter might have a pre-established network of candidates who aren't actively looking or might cold-call people working at your competitor to get them to come and work for you.
I was on the phone to a recruitment agency and genuinely heard a bull horn going off followed by cheering, I presume signifying a big "sale". This is one of the best companies I've had dealings with, too. The worst edited my CV before sending it to companies without telling me first - nothing like being asked "So why were you fired from your last position?" in a job interview when you left due to illness in the famil…
Has anyone stopped to ask, 'Why do I only get calls from bad recruiters'? "Why am I not on the radar of good recruiters'?
The same applies with bad recruiters, they're desperate and will try and hit as many people as possible to work the numbers game. Hence you're much more likely to get called by a bad recruiter than a good one.
I don't know how it is nowadays compared to 2~3 years ago when I searched for a job in UK but imagine that with stackoverflow careers, coderstack, linkedin (not groups), github jobs, monthly hn who's hiring posts the situation improved at least slightly. Weirdest experiences I had were when recruiters would call from a blocked number and leave fart noises or some other idiocy on my voicemail. Or when one guy flat out…
Or when one guy flat out said (and one implied) that if I don't give him all the companies I ever talked to, he'd not give me the "offer" he "had" for me. Please tell me you're exaggerating?
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I disagree with recruitment not adding value. Imagine a recruiter that sent you 5 qualified candidates who were all interested in your job. You would spend a little bit of time in the interview to verify they were qualified, but mainly you just have to decide who is the best fit for your team. Compare that to hours of reviewing resumes, tens of hours of interviews on unqualified candidates, etc. A recruiter could off…
Sure, if a good recruiter was better at sorting resumes than one of your developers, they'd add value. hell, even if they were only slightly worse, they'd add some value. The thing is, to justify current prices, a recruiter would need to be rather a lot better at picking good prospects than your in-house hiring manager, and many times better at sorting resumes than someone who actually does the job you are hiring for…
>If you currently engage a recruiter and they fit the description of the above to the letter then congratulations. What you have found is an individual rarer than a quark. Rarer than a quark?