Avoid frustration in software engineers by de-robotizing recruitment process for them.
Software engineers usually change their jobs with the availability of new opportunities. But it only adds frustration in their lives. Actually changing jobs is really challenging for software engineer while entering into a recruitment process.
Now a question arises “how to avoid such frustrations experienced by software engineers while getting into a recruitment process?
It’s a common fact that Market requires highly experienced people and companies always demand people with extensive programming experience.
Software engineers receive invitations and their will to get better job force them to apply for a new job but the recruiters want CV(s), experienced people and this requirement tend them to skip the objectives and the announcement made by an individual in his profile.
Applying in many places having software engineering’s degree and expecting just two or three call letters is not a big deal. It seems that we are dealing with a large number of customers in email marketing and expecting just 10% winning lead.
For convenience we had a talk with a community of senior and junior software engineers and their feedback really matters. In this way we can provide enough arguments and conclusions. After having a detailed conversation I have got the following conclusions.
- The most common problem faced by the software engineers is the email type sent by recruiters. According to the engineers, along with a software developer they are humans as well. They want direct emails instead of standard mass massages. That’s why they find it difficult.
- Software engineers want a direct approach. In other words they want that the recruiters should use their phone numbers to approach software engineers and give them a quick and short presentation about their client’s requirements. In this way software engineers will get a good guideline about their work.
- Software engineers are also interested in sending a brief reassurance about their CV(s).Actually they can provide recruits a large description about a technology mentioned there from their knowledge map. Of course it would help recruiters to reduce any dead times during recruitment process.
Here is the best example of potential frustrating scenario.
A software developer sitting in his office receives a call from a recruiter. He gets out of his office for ten minutes to have a good conversation because he knows that it might be a potential opportunity.
Responding to the recruiter he answers. Then he informs recruiter about his skills and asks a couple of questions about their client’s company vision and type of their work like deployment, versioning, roadmap, development plan, existing and future use of which technologies, etc.
Afterwards the recruiter schedules a call for developer with Mr. “Mario Calderon” for next week and sets the time and cut the call with wishes.
After this the next stage comes, a conversation with Mr. Mario (a mock software development manager). Then the development manager asks the same rhetoric questions, firstly asked by the recruiter. The software developer get frustrated as both knows that they have already scheduled this interview then the development manger and recruiter should not ask that ‘how’s going?”,”is there a good time to chat?” etc. Both knows that the reason for being at the phone is “pre screening“ and of course he is there for interview. So, the interviewer must use another polite way to ask like “hi, is this Mr.x? Hello! I am y. Let’s come to the point, so Mr.xx…” it would be a relaxed and better humanized conversation.
Actually the software developer wants a comfortable professional conversation instead of that traditional chat.
Anyways, now it comes to next stage and now the candidate would be interviewed by a team. Now the team, it’s a interview and the software developer is here to show them that he is perfectly qualified for that position and of course he has his CV along with him that perfectly explains how qualified he is and what are his achievements. But the team will ask typical questions about his degree. After that the developer asks couple of questions about the roadmap and the goals in the business for the next term. He asks all these questions just to know about the potential changes and challenges that he might face after being selected. He asks all these questions for his convenience but all this goes negative in his favor. Actually the interviewing team thought that he is overconfident and overqualified, he might has a small partnership or maybe he runs a business of his own so he may not commit with them and they will feel uncomfortable with such an overqualified person. Actually they judge a candidate on their own standards. It seems that they were not seeking for a person who can perfectly run their business instead they are looking for a person with whom they can feel comfortable. But we can do nothing with their way of judgment.
To avoid all this there are some points that should be kept in mind from the beginning, so that we can avoid such frustrations.
- Have a good and comfortable conversation with the software developer and its recruiter’s duty to filter such small facts. So we can avoid such worst results at the end(after having couple of interviews and wasting their own and developer’s time, at the last step they come to know that this person is not suitable for them).
- They should discuss candidate’s performance and should ask some questions about his overall situation, not just only professional one. If it’s mentioned in his CV that he is “python” experienced than it does not mean that he is an expert of python. He might need more experience in that field and it’s just an experience certificate that might be of just two months. So if the candidate’s experience level does not comply with the demanded one than obviously this will affect both the parties.
- Recruiters must use other means such as phone calls etc. to approach candidates else than standard emails. It would be easy for the developer to understand and he could have a detailed description bout their client’s requirements. it will save their time wasted in distinguishing direct email from a mass message.
- Company should ask a developer to fill a self assessment form based on his skills and mentioning every technology and scale.
There are some leaks in the recruitment process but that would be discussed in another article.
For the moment, I guess if some recruiters finds this useful, I hope it may generate a small change in everyone favour.