Front-End Developer Oleksandr Neschadin spent a few days pretending to be a recruiter and trying to find a colleague for his team. He described his conclusions from the hiring process in the modern IT market in a post on LinkedIn.
Front-End Developer Oleksandr Neschadin spent a few days pretending to be a recruiter and trying to find a colleague for his team. He described his conclusions from the hiring process in the modern IT market in a post on LinkedIn.
«I was at the recruiter’s for a few days. Frankly, I didn’t think I would ever write a post on LinkedIn (I just don’t have the time), but something was triggered here,» the specialist admits .
He briefly described what was happening. «A few weeks ago, I was involved in the hiring process — ‘you choose the person you want to work with.’ The task is trivial: find a person you’ll be comfortable working with and who knows what goes with what in their stack,» the developer explained.
On the first day, within two hours of posting the vacancy on Djinni, Oleksandr received 45 responses.
Acceptance of applications has been stopped. «Apply has been stopped. Why? Because I didn’t want people to have „unread“ status for months. Recruiters who do this are a separate mystery to humanity. LinkedIn modestly added 5 more resumes per day. In total, 50 candidates,» explains Oleksandr.
The IT guy reviewed all the resumes personally, rejecting 15 of them right away. «Some people write their resumes like a letter to Santa Claus (also Times New Roman), some claim four years of experience, but on GitHub the first „tudushkas“ from courses were three years ago, and some simply stretched their skills to 8 pages,» the developer explained.
On the second and third days, Oleksandr spent all his working time on calls — 10 and 8 candidates, respectively. «And on the very first evening, a message arrived: ‘Choose from those you managed to talk to’ (so only 8 were scheduled for the next day). Okay. The rest — soryan. In total, I invited 18 candidates, 16 came,» the specialist said.
Later, 12 candidates received a test that was «as simple as a door,» in Oleksandr’s words. «We received 12, we did 8, we took it seriously — 3,» the developer announces the statistics.
He drew three conclusions from the hiring process he was involved in.
Interesting: «If I had accepted not 50, but 400 reviews, and processed them all, the sample would have been exactly the same. There would simply be more stress,» the IT expert is convinced.
Sad: «I think the labor market in Ukraine is a little (well, a little) in the ass, but it turns out that applicants are not really trying to get an offer… A crappy resume, weak knowledge of the material, some even show toxicity in their correspondence on the gin. And then we read familiar posts from both sides: „No work“ and „No candidates“. But the truth, as always, is somewhere in the middle — neither of them always want to work,» notes Oleksandr.
He also gave some guidelines for those who want to receive an offer.
«People, love your resumes like a cat loves its eggs. A LinkedIn page is not an option, it’s a must-have. I won’t believe any posts about the staffing shortage now. I personally put a few devs in the «saved» list (maybe we’ll work on it some more).
«The owner personally gave feedback to everyone who reached the final. I also responded to others through Djinni — because I’m not a recruiter, I’m just a developer who tried to be human,» Neschadin wrote.
