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Everyone's getting ghosted, the new normal in tech recruiting

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Re: Everyone's getting ghosted, the new normal in tech recruiting

#181

Post by fnordpiglet »

gumby wrote: post #179
fnordpiglet wrote: post #74

Earlier quoted context omitted.

Almost every place I’ve worked (early at startups later at megacorps) there were never enough recruiting resources. So eventually I just got my own recruiter account on LinkedIn and started using my knowledge of the industry and state of hiring to make my own search queries and reached out directly. I had an incredible conversion rate - the senior person actually hiring saying “hey you look like you could fit in here…

> and I’ve never been able to convince a single other manager to do it. I agree with everything you wrote, but if your company is big enough to have in house recruiters they probably don't want you doing it! Not because they don't want to be able to hire great candidates efficiently. But because you presumably don't maintain the statistics they need to keep. For example, say (I don't know you and am just making this…

There are only a few bigger companies than the ones I’ve been at.

I only do the sourcing, and the HR side I leave to recruiting. The bottleneck in the process is the sourcing, and I have no desire to do HRs job.

On statistics, they only care about the statistics for their own sourcers and processes. There is no regulatory reason for collecting such stats.

Another thing to remember is HR is the weakest organization in any company, and recruiting the weakest in HR. Any manager worth their salt pushes recruiting around, not the other way around.

Re: Everyone's getting ghosted, the new normal in tech recruiting

#182

Post by satokema »

There is no excuse for not sending a no.

Recruiters this day are using one of a dozen or so recruiting platforms, all of which either have or ought to have functionality that tracks communications.

"Slipping through the cracks" isn't the issue. The issue is a lack of professionalism and diligence, which aren't things I want to see from someone that is going to filter out future employees.

Re: Everyone's getting ghosted, the new normal in tech recruiting

#183

Post by teunispeters »

Could be worse, interviewers could be bullying and degrading interviewees they don't like ... on a wider level.

sigh 2 really good interviews, and then that. Work in my field, with tech I'd had decades on, and that. Worse experience of the last year of unemployment, and worst interview ever. I had a rough time with google interviews because I don't have a PHD (or degree of any kind) but nothing on that level, ever, before.

Re: Everyone's getting ghosted, the new normal in tech recruiting

#184

Post by Gazoche »

zaptheimpaler wrote: post #90

The whole point thing about having half a breakdown after being ghosted is not going to be remedied by receiving a generic rejection email.. even the actual response he did get after pestering them was just "you were good but another guy was better" and yeah this is 90% of all anyone will ever say anyways. Like you can simply assume that 1. a better candidate was found or 2. the job opening was already closed because…

It's not just about personal feelings. It's about not being left in the dark for a decision that affects your whole life. When you're ghosted you're just left wondering whether or not you got the job, whether or not you should start to look for a new place to move to, whether or not it's worth pursuing other opportunities. It adds uncertainty to one's life and therefore unnecessary stress that could be avoided if the company bothered to write a 30 seconds email.

Rejection emails still hurt feelings but at least you get a clear answer and can plan your life around it.

Re: Everyone's getting ghosted, the new normal in tech recruiting

#186

Post by andy99 »

nonrandomstring wrote: post #155

I think its cultural. Disrespect has become normalised as part of "fast paced modern life". If we give toddlers a TV or tablet to play with instead of attentive parenting they grow up with damaged attachment patterns. We stop them playing outside and interacting with other children. They go through metal detectors to attend hostile schools in a locked-down environment and communicate only through text messages. They…

https://genius.com/John-lennon-working-class-hero-lyrics

Spot on but not new

Re: Everyone's getting ghosted, the new normal in tech recruiting

#187

Post by gumby »

fnordpiglet wrote: post #181
gumby wrote: post #179

Earlier quoted context omitted.

> and I’ve never been able to convince a single other manager to do it. I agree with everything you wrote, but if your company is big enough to have in house recruiters they probably don't want you doing it! Not because they don't want to be able to hire great candidates efficiently. But because you presumably don't maintain the statistics they need to keep. For example, say (I don't know you and am just making this…

There are only a few bigger companies than the ones I’ve been at. I only do the sourcing, and the HR side I leave to recruiting. The bottleneck in the process is the sourcing, and I have no desire to do HRs job. On statistics, they only care about the statistics for their own sourcers and processes. There is no regulatory reason for collecting such stats. Another thing to remember is HR is the weakest organization in…

Ah, you're doing the sourcing part, which indeed is the thing i-house recruiters are worst at (despite being compensated just for that!). Sorry I misunderstood.

With reference bonuses, I think most companies do appreciate having their employees do sourcing, which makes your observation that you can't get others to do it all the stranger.

Re: Everyone's getting ghosted, the new normal in tech recruiting

#190

Post by philwelch »

tracerbulletx wrote: post #169
philwelch wrote: post #165

Earlier quoted context omitted.

Most of your examples are talent pipelines for the top leagues. Regardless I think you made my point for me at the end: > They ALL know that the most driven talented players they can get at their level is what will make them win. This is not how normal employment works. Sports are competitive by nature so the difference between a 60th percentile player and the best player is the difference between winning and losing.…

The difference is being Stripe where part of the reason they won was that they are considered extremely excellent at developer experience and technical execution. Or Netflix where they beat all of the legacy companies to a great platform doing something no one had done before, and retained the advantage to the point where they seem like they're going to make it through the die off of streaming platforms.

Neither of those examples is particularly convincing. Stripe succeeded because it tackled a famously difficult and annoying set of business problems; the technology is important and they're reputed to be top rate, but that's not why they've succeeded as a business. Netflix has no technical moat either; there are half a dozen streaming services that, on a technical level, are completely interchangeable with Netflix. The only difference between them is their respective content catalogues, and while Netflix probably has some advantage in being able to drive content decisions with customer data, that only gets you so far.
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