251–260 of 1001 posts
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I also had good results with recruiters. They will actually get you at the door, so you better be prepared. Seems to be a decent strategy for people who are bad at networking like I am.
I have three recruiters that I contact every job hunt, makes the process better and I actively like the recruiters as people. It's like reconnecting with a work collegue every few years.
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> do you use it as a major factor when choosing candidates? If you do, why? I do, yes. IME, candidates that take the time to learn the skill will take the time to learn other skills required for the job. If a candidate can't be bothered to learn a skill to get a job, why should I hire them for a senior position? If it's entry-level, that's a different story.
Why is the skill required for the job? Or is it required mostly to stroke your ego about them having to crawl over some arbitrary glass to please you?
The same reason that your skills are required for the job you are paid for, I suspect. To ensure that you can actually perform your job properly.
While you browse various job boards if there is no direct contact to a person or the email / phone is obfuscate, just find contact details online.
I often pay for various services that can give you contact details based on linkedin profile - give them a call and most often then not you will have interview shortly after.
Do the work to reach out to those people, establish rapport and you will be in a good place. If you are great professional they will make sure to keep you on their roster as an ACE candidate.
I hate to say this, stop applying. Find a recruiter on LinkedIn. This is what it has come to. There are thousands of resumes being sent at my company, yet the recruiter can't find anyone. Why? Because no one is applying through her link. The regular resume channel is reserved for bots at this point. Contact a person and you have more chances.
Fwiw: I’m an employer, and sometimes people ignore the “how to apply” instructions on our site (which say to email to jobs@) and reach out straight via eg LinkedIn and I always file those in my “can’t follow a simple instruction” pile. Not to say that what you say will never work, but I think it’s worth pointing out that at some companies, application processes might exist for a reason. For me, having all application…
I hate to say this, stop applying. Find a recruiter on LinkedIn. This is what it has come to. There are thousands of resumes being sent at my company, yet the recruiter can't find anyone. Why? Because no one is applying through her link. The regular resume channel is reserved for bots at this point. Contact a person and you have more chances.
This and… Use your new free time by not applying to… Work on a project that interests you and share it online Exercise both physically and fiscally Spend time with people you care about and also care about you And keep working on projects and sharing them, maybe even with hn The comments on here are legion of individuals who post some project and have to then fight away recruiters…
Earlier quoted context omitted.
Fwiw: I’m an employer, and sometimes people ignore the “how to apply” instructions on our site (which say to email to jobs@) and reach out straight via eg LinkedIn and I always file those in my “can’t follow a simple instruction” pile. Not to say that what you say will never work, but I think it’s worth pointing out that at some companies, application processes might exist for a reason. For me, having all application…
Finding a recruiter to apply through jobs which the recruiter is contracted or employed to hire for is very different than sending unsolicited spams to employees at a target company, even if both can happen on LinkedIn. It was the former suggestion that was being given.
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If you've got 300 CVs to review, much of them with similar experience, do you interview the people who've had 2 years off, or the people that haven't?
Why does this make any difference to you? Are you afraid that they secretly joined a terrorist organisation and were in a training camp in a Middle-Eastern country?
Earlier quoted context omitted.
Finding a recruiter to apply through jobs which the recruiter is contracted or employed to hire for is very different than sending unsolicited spams to employees at a target company, even if both can happen on LinkedIn. It was the former suggestion that was being given.
Ah I thought they meant a recruiter at the company and not an intermediary. Thanks.
I thought I'd add a data point to this discussion. I'm in the UK and the traditional dev/tech job route was via something like JobServe, Indeed etc., where you see a role advertised via an employment agency and you send your CV hoping for a callback. I'm in a stable contract so I'm not looking but two weeks ago, I was contacted by two agents, one day apart, both unrelated to one another, completely out of the blue. T…
as a rule of thumb I ignore all UK agents, they have the attention span of a coked up butterfly. from my experience they try extract as much information out of you (your salary, last company, are they hiring, give me phone number to their manager or hr) and never call even if they scheduled a call. they never update you if the role you applied for have been filled in meantime, you simply get ghosted and your email ge…
How do you find out which companies are hiring, please? It's like a catch-22 situation: in order to know that a company is hiring, you need to know that the company is hiring. If I search for open positions for my role on Google, all I am seeing is the endless stream of recruiting agencies with no visibility into what companies they are actually recruiting for... Are there any places left where companies advertise directly?
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> do you use it as a major factor when choosing candidates? If you do, why? Definitely. Motivation is of major importance in whether a new employee will be successful or not. And if a candidate obviously has put a lot of effort in preparing for the interview, then this indicates that he/she is motivated to get the job. Ofc it is not the only factor to take into consideration, but surely an important one.
Fwiw I’m an employer too and I strongly disagree with this. In fact we try very hard to see if we can separate “interviewing skill” from “real work skill” because we only care about the latter, and with programming roles there is little overlap between the two skills. The idea that someone investing time and effort into being a smooth interviewer somehow shows that they’re “motivated” seems like a weird tribal dance…