Clues for Recruiters

I real­ly wish I could get this mes­sage through to every recruiter in the world.

1) If a job requires ANY work expe­ri­ence a job with the same requirements/title, it isn’t entry-level.
2) If a job requires expe­ri­ence with soft­ware that isn’t acces­si­ble to 99.9% of the peo­ple in this world unless they’ve worked with it in a pri­or job, it isn’t entry-lev­el. It’s rea­son­able to expect com­pe­tence with com­mon appli­ca­tions like Microsoft Office, email pro­grams, and web browsers. It is not rea­son­able to expect that an entry-lev­el help desk per­son will have used Rem­e­dy, or that an entry-lev­el QA per­son will have used the Mer­cury or Ratio­nal Rose suites, or that an entry-lev­el tech writer will already know Robo­Help and Framemaker.
3) Junior means some­one with some expe­ri­ence, but not a great deal of expe­ri­ence. A junior QA per­son would prob­a­bly have a year of expe­ri­ence in the field, two years at the most, and none of it in a super­vi­so­ry capac­i­ty. Ask­ing for five years of expe­ri­ence in the field for a junior posi­tion is a mes­sage to appli­cants indi­cat­ing that you sim­ply don’t want to pay what that five years of expe­ri­ence are worth.
4) When ask­ing for X years of expe­ri­ence with a par­tic­u­lar appli­ca­tion, make sure it has actu­al­ly exist­ed that long. You look ter­ri­bly stu­pid when you demand five years of expe­ri­ence using and sup­port­ing WindowsXP.
5) Spec­i­fy­ing typ­ing speed for a tech writ­ing job makes it look sus­pi­cious­ly as if you’re look­ing for a glo­ri­fied sec­re­tary. The two jobs are very different.
6) List­ing jobs that require relo­ca­tion to Seat­tle or DC in the Atlanta job data­base is sim­ply stu­pid. Put them in the Seat­tle and DC data­bas­es, since that is where peo­ple who want to work in those areas would be look­ing. The fact that YOUR office is in Atlanta is irrelevant.
7) Take the time to fig­ure out what those words you’re throw­ing around actu­al­ly mean. If you run across some­thing you don’t under­stand in a résumé or a job list­ing, ask the appli­cant or employ­er, or do a quick web search. The fact that you haven’t heard of Segue Silk Suite does­n’t mean you should ignore that expe­ri­ence on a résumé, espe­cial­ly when you are seek­ing peo­ple with expe­ri­ence in auto­mat­ed test­ing. You’ll be able to do a much bet­ter job of match­ing peo­ple and employ­ers that way.
8) When giv­ing some­one a quiz, use mul­ti­ple-choice ques­tions. If you can’t, then you need to know what the heck the ques­tions and answers mean or del­e­gate the task to some­one who does. Oth­er­wise, it’s all too like­ly that you won’t rec­og­nize a cor­rect answer when it’s giv­en sim­ply because the appli­cant used dif­fer­ent vocab­u­lary than what you have writ­ten down and you don’t know enough to fig­ure that out.

I real­ly did like it bet­ter when most com­pa­nies did their own hir­ing rather than using recruiters.

Cur­rent Mood: 😡annoyed
Cyn is a proud Mommy & Mémé, professional geek, avid reader, fledgling coder, enthusiastic gamer (TTRPGs), occasional singer, and devoted stitcher.
Posts created 4241

Leave a Reply

Your email address will not be published.

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Related Posts

Begin typing your search term above and press enter to search. Press ESC to cancel.

Back To Top