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The real reason you can't hire developers....

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Re: The real reason you can't hire developers....

#171
Boilerplate applications that show now interest whatsoever in who we are as a company will be go straight to /dev/null along with all the other spam. We deliberately write our job postings so that's it's easy to check if an applicant is actually interested in working for us.

People who don't have the ability to understand and communicate with the people they will be working for (clients, users) and with (us), or who simply can't be arsed to make the effort are not what we need.

Serious applicants are usually invited within 24 hours, but we will never, ever respond to boilerplate CV-spam.

Re: The real reason you can't hire developers....

#172
post #139

Earlier quoted context omitted.

Also, $115k for a senior engineer? Really great "entry level" (i.e. recently graduated but mostly self taught with lots of internships under belt) is going for $110k... most of the "seniors" I know are running $200k plus.

> (...) most of the "seniors" I know are running $200k plus. Guess asking half the market rate was a serious blunder. Makes OP seem unfamiliar with current salaries of senior-level devs -- and so HR drones assumed he doesn't have any recent senior-level experience.

I'd love to know where seniors command a market rate of $200k+. (Possibly if you figure in benefits, bonuses, etc. - but a salary of $200k+ is still not that easy to get)

Re: The real reason you can't hire developers....

#173
The statistic of 80% of companies not responding is pretty stark. I'm curious if you applied exclusively to start ups. I think the "resume black hole" complaint is a pretty common one, no matter the size of the potential employer. If you're applying online, to relatively larger companies, there might be more feedback available to you than you might think.

Here's my 2 cents:

I'm part of a start-up (StartWire) created by former HR professionals, aimed at dealing with the pain point of not hearing back from employers. We work with the resume submission platforms used by most major companies to provide feedback to applicants - from confirmation that your resume was received, to notice that you've been disqualified or that the job is no longer posted. This isn't going to make you like a potential employer who couldn't find the time to get in touch with you personally any better, but it could give you some valuable feedback as what is going on when you don't hear anything. Maybe something about your resume has gotten you frequently disqualified before a person ever sees it. Hopefully it can be a helpful idea to those who are frustrated by the current process.

Re: The real reason you can't hire developers....

#174

If you want to steal some of the best talent in the industry, open yourself up to the idea of letting them telecommute or work remotely. Offer up a 3 month introductory period to ensure there's a mutual fit and they actually do the work as promised. Don't make them shitty offers because they aren't on site; there is fudge room depending on their cost of living. If you're in the valley, get your head out of your ass.…

Except telecommuting someone you don't know is a HUGE risk. Hiring is an expensive, activity that doesn't reward taking risks. We have one telecommute worker and he is about 60% as effective as he was onsite. That's somebody we had onsite for six months before he started telecommute. YMMV, but that's why companies don't like telecommuting. It isn't that we have our heads in our asses, we just know it is a poor substi…

Easy, have them work on something small as a contractor.

Re: The real reason you can't hire developers....

#175
After many years I was back in the job market earlier this year. I ended up writing to 6 carefully-chosen companies. I got responses back from 5 of them, interviewed at 4, and got job offers from all of them.

The fact that you applied at 50 places is a bit of a deceptive statistic, because first of all, there's no way you carefully crafted your initial contact to each one.

At each of the places I contacted during my job search, my initial email was very carefully worded. I spent about 3 hours writing and revising one fairly short email, to make sure it conveyed exactly what I wanted.

If you just send a generic form letter to a company, they're going to give you the same consideration you have given them: very little.

Even if you did tailor the email to each company, there's no way you as a candidate are going to appeal to more than a handful of the companies, because they all have their own quirks and cultures. NOBODY is a viable candidate for 50 different Ruby-oriented companies.

Also, no offense but I have to concur with other comments here that your writing may have had something to do with it. If what you sent them was worded at all like what you've posted here, then you probably lost a lot of potential responses because of that.

If you want to get your foot in the door at a company, the first impression you make is everything. Sending a poorly worded email is a surefire way to shoot yourself in the foot.

Re: The real reason you can't hire developers....

#176

LESSON: riddle/puzzles/challenges might seem cool to you but might just seem like another hoop to me. I understand this sentiment, but pre-interview homework (provided that it's reasonable) is one of the best indicators of enthusiasm, attention to detail, creativity, and ballpark of coding skill. Most importantly it reveals how you will react to solving one of our problems which, if hired, is what you'll be doing mos…

The problem with that is that you then end up in the second pile when we sort job offers (and at present there are plenty of jobs) -- and we know it so we know that your employees are more likely to be second rate, the kind who couldn't get a job at the non-hoop companies. And who really want to work with second-rate programmers? Of course if you are Google, Facebook or another company as well know (or potentionally…

This might be true if the assigned problem is trivial. If the assigned problem is difficult, I will be glad to know that all the other developers also did it.

Unfortunately, most companies use this as a pre-screen and assign an easy problem. There are exceptions, though. For example, ITA Software's hiring problem is the hardest part of their interview process. DeviantArt has done something similar, but I'm not sure if they are still doing it.

Re: The real reason you can't hire developers....

#177

Earlier quoted context omitted.

Recruiter here. Going directly to the source is alweays your best option, if that's an option. I exist because the hiring manager has only so many hours in the day to review X applications, let alone interview the applicants. If you are lucky, I get objective criteria from a hiring manager who actually knows what they are looking for and assess the fit of your application in an objective way. If it helps it bothers m…

I'm curious, and maybe a bit skeptical. Why does it bother you that your role is needed?

I'm naturally frustrated by the fact that I know less about the positions I am trying to fill than both the hiring managers and the applicants. It takes a lot of work to learn where I can and can't add value.

Re: The real reason you can't hire developers....

#178

If you want to steal some of the best talent in the industry, open yourself up to the idea of letting them telecommute or work remotely. Offer up a 3 month introductory period to ensure there's a mutual fit and they actually do the work as promised. Don't make them shitty offers because they aren't on site; there is fudge room depending on their cost of living. If you're in the valley, get your head out of your ass.…

Except telecommuting someone you don't know is a HUGE risk. Hiring is an expensive, activity that doesn't reward taking risks. We have one telecommute worker and he is about 60% as effective as he was onsite. That's somebody we had onsite for six months before he started telecommute. YMMV, but that's why companies don't like telecommuting. It isn't that we have our heads in our asses, we just know it is a poor substi…

Sounds like a poor fit to me. I really wish more companies would consider the whole concept of satellite offices though. You could force them to work somewhere, so long as relocation isn't required.

    Checks and balances.
That big grey area of not being able to stand over their shoulder to check productivity is tough. The least you can do to promote good work ethic is have them in a room with another team member.

Re: The real reason you can't hire developers....

#179

Earlier quoted context omitted.

I recently had an interview with a company that involved 6 people interviewing me serially. That sort of thing is grueling in the best of cases. But this one went south with the third interviewer. He seemed to me be someone with something like Aspergers syndrome. He talked in a monotone, fidgeted constantly and was rocking back and forth. While I have no problem working with anyone technically competent, this person…

Why do you think someone with Asperger's shouldn't conduct an interview? I can see talking in a monotone and fidgeting as an annoyance, but was it show-stopping? The refusal to answer why your response was (in his opinion) wrong is definitely a problem. I'm worried about this because I've been unofficially diagnosed with Asperger's (I believe I'm not, but I'm definitely borderline / close) and I intend to run a compa…

My first programming job was for a boss who (we believe) had Asperger's. He was great and the job was great. I mean, he was a bit weird. But so what.

Anyway, it's a serious condition, but beneath it is a real person who may be a great person. Or not. Just like everybody else.

I think it's more likely that the guy got interviewed by an anti-social jerk.

Re: The real reason you can't hire developers....

#180

I'm going to say it because it seems no one else is. I apologize ahead of time for my brutal honesty. You need to consider the possibility that you're not as competent as you believe yourself to be. Dunning-Kruger[0] is real, and your post doesn't demonstrate the self-awareness the best developers seem to possess. Your writing is sprinkled with emoticons and rife with reduplicated punctuation, both of which (especial…

That actually explains my interviewing experience pretty well. Every job that I've been hired for I was sure that the interview did not go all that well.
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