Software engineers want to talk with their fellow professionals about job opportunities, not run the HR gauntlet.
Recruiting for software engineers and other in-demand positions gives everyone the willies. Engineers suffer from spam, recruiters hate pestering people for a living, and ever-more-desperate employers wish they could just talk to some serious, intelligent developers who know how to get the job done.
We're calling for a reinvention of the entire "recruitment" process, starting with the way we talk about it. With a change of words and practices, we can start to change the system and make everyone happier: hiring managers, developers, and recruiters (except we're not calling them recruiters anymore).
Out: recruiting. In: bringing people together Serious job candidates want to talk with their fellow professionals. They don't want to be a plug to fill a leaking req. And they don't want to run through a gauntlet of recruiters and HR screeners who know nothing about software engineering. Recruiters make them shudder. Smart, engaged, peer-to-peer conversations make them feel warm and fuzzy.
Out: staffing process. In: grooming your teams, or even hiring a ragtag band of lovable misfits In a sector that thrives on innovation, it's crazy how engineering teams comply readily to the same old "staffing process" thrown over the wall by the HR department. They cede their responsibility, relying on HR pros to plop perfectly screened engineers into their laps. Then the engineers wind up screening out candidates anyway, which they very much dislike doing.
From the perspective of the interviewees, why would gainfully employed software engineers want to test your waters if their only option is to endure an HR grilling before talking to someone they respect as a colleague?
Let your engineers engage with their peers. They want this! So many of them are introverts, and they keep hearing that they should be networking more, but they don't have enough valuable networking opportunities. Why not let your engineers and other IT pros network as part of the recruiting process, and then bring in the professionals who most impress them?
Out: war for talent. In: finding the people who are the best fit for you The war for talent is really a war on talent, as inboxes groan under an onslaught of recruiter spam. It's getting bad out there: Recently, a professional with no technical background -- he happened to be a recruiter himself -- got a LinkedIn InMail pitching him a job in DevOps!
Remember: Hiring doesn't have to hurt. If we make the right connections, we can do it without the inbox abuse.
You're not selling a used car. You're bringing in respected colleagues who'll be spending nine hours a day with you. The soft touch approach is soft touch for both parties involved. Not only the interviewees, but also your engineers who talk with them, will breathe a sigh of relief.
Out: screeners. In: ambassadors Since the engineering department ultimately must choose the right candidates, let's let them do their job in the most pleasant and productive way possible. In today's market, VCs and VPs of engineering are cold-calling engineers. If their time is worth it, so is your engineers' time. Don't be afraid to let candidates talk with members of your software development team. With proper performance benchmarks -- how many calls result in an on-site meeting, how many on-sites result in an offer, how many offers are accepted -- this more efficient hiring process can save time and money.
If a prospective candidate's LinkedIn, GitHub, and other online profiles look compelling, the engineer who talks to her shouldn't be "screening" her. That engineer should be leading the welcome wagon. The two should talk on the phone, go for coffee, whatever it takes to get the dialog going. Even the more introverted software engineer will jump on the opportunity to talk shop with a professional peer. For more on this concept, see our article Informational Interviews for People Who Don't Need Them.
Out: My boss is hiring. In: Come work with me Opening a dialog through normal channels with an experienced and comfortably employed software engineer is almost impossible. How many great engineers read ads, pay attention to sourcing spam, and talk with recruiters
Jack Perkins, principal of Oryx Search, has been bringing software engineers together for well over two decades. He has worked with hundreds of Silicon Valley startups as well as recognized technology icons. Always an independent and never an inside recruiter, he has a unique ... View Full Bio
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