Greetings, dear Habr readers!
Today we will discuss some pressing issues along with a few clarifications. article.
To start with, I have over 11 years of experience in recruitment. I've gone through all stages of development, from a regular recruiter to a director of personnel. I've seen a lot and have stories to share.
Recruitment, like any other activity involving people, requires a complete understanding of the field, tools, and its significance for the business as a whole. Many at the start of their careers do not realize how complex and interesting this profession is at the same time. Because of this, for the past six years, we have seen a decline and a shortage of quality specialists. Let's be honest. Many think that a personnel manager/recruiter is just someone who enjoys making candidates' lives difficult while puffing out their lips and mockingly toying with them. This is a perspective from applicants. Future recruiters often think it’s simple: find someone, call them up, bring them in, and voila — magic, job done. In reality, both sides are mistaken.
The recruitment process, and later management, is very labor-intensive, laden with numerous pitfalls and surprises where one cannot rely on templates.
That’s why, to this day, we are facing angry reviews from candidates, especially in the IT sector. Given that 80% of recruiters are female, this also adds its own 'charm' and fuels the fire.
With the rise of IT in the CIS countries, there has been a panic in recruitment. Everyone suddenly rushed into this coveted niche, just like they did with mining back in the day. Naturally, I don’t want to offend the female segment of Habr, but it can be more challenging for women to grasp all the nuances of IT and the recruitment of specialists in this field. This is where it all began. 'How complicated this is,' 'let's go to a webinar,' 'how to enter IT,' and so on.
Yes, it's a challenging niche. Finding a quality IT specialist is not as straightforward as filling a vacancy for a salesperson or an accountant, where everything is crystal clear. One needs to engage their brain fully, not just match a resume with a job profile, but also have some understanding of the development and programming sphere.
And it begins... The emerging 'divas' of recruiting, who have managed to grasp the thread and hone their skills, pucker their lips and switch to boss mode. The rest, however, flounder like fish on ice, attending dozens of courses that 'really help' in their future endeavors. And this is not just in IT, friends; it's everywhere. We are currently in an age of training, courses, lectures, webinars, and more. Knowledge is not something to carry around, but from all the junk of these pseudo-teachings, only 20-30% is valuable material. Unfortunately, not everyone can distinguish this.
So here we have it, a recruiter who has taken in a lot of information, understood/not understood, and then just jumps into the fray. And it all started:
- a straightforward approach (head-on);
- a complete lack of logic in choosing locations to search for IT specialists;
- a dry reading of the job profile;
- confusion regarding the nuances and specifics of particular positions;
- a game of broken telephone and arrogance in communication due to the complexes arising from the above-mentioned factors.
And these are just the main issues.
In , which prompted me to write this material, was the question: are recruiters/personnel managers/headhunters really necessary? They say, with platforms like dou and djinni, every IT specialist can find what they want themselves. And I will tell you: of course, they are needed, but competent ones. The best of the best, not yesterday's linear staff combing through prospects for mid-levels and seniors.
A knowledgeable professional, even if they are just an intermediary, will never be superfluous. They save both time and money for the client and the applicant.
In summary, I want to say: the devil is not as scary as he is painted, but one must be aware of what they are doing. Starting from 2017, trends have emerged that in the future, recruitment will be automated and manual recruiting will fade away. Last year, I sought the services of one so-called advanced organization attempting to automate the recruitment process. When I had to end the collaboration with them (the vacancy was not complex and closed in the classic way), I realized that the era of automating recruitment processes is still a long way off.
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Source: habr.com
