It was a difficult year.
Taxes, disasters, prostitution, banditry and shortfalls in the army. It was impossible to put up with the latter, and a knowledgeable person, our military commissar, set to work.
Briefly under the cut:
- Why don't you answer us, you bad person, or automation of hiring
- Loss of meaning in the published or announced "salary fork" and its actual scope for the city of Moscow
- A little about the gray salary
- Changing the role of HR, adding the actual role of HR "buyer - negotiator". Bonuses, KPIs and that's all
Why do you want to work for our company? Because you offered me?
That new cute word "toxicity"
— The sect of lack of feedback to the candidate
- We are following you, username, or how do the staff know that you have updated your resume, despite all the prohibitions on hh
— Infogypsies
- The final paradox: there are no personnel, but it makes no sense to study for such positions
— Total
You can downvote without reading, there is practically nothing new (which would not be in the previously published one).
Attention. The article is based on subjective experience of the author, and was written under the impression both from several identical proposals from different HR, and from the emotional stories of colleagues and acquaintances.
Why don't you answer us, you bad person, or automation of hiring.
From the correspondence:
Hello Ivan. We invite you to consider the position...
Hello Ivan. You have received my job description...
Hello Ivan. Unfortunately, we still have not received a response from you regarding our vacancy. but our robot is trying so hard, how is it, Ivan?
Workers are needed here, now and cheaply. Business (not all, but a certain part) is not very interested in hearing about the demographic hole of 1987-2000, the departure of employees from the Russian Federation at least to Minsk, the growth of wages in the regions, the drop in the level of education in general - this is all very interesting, of course, but you just don’t know how to work, you need to do better, so take an example from me - in six months from the entrance to the exit I reached the sign “head of department” .*
Increasing demand for staff increases the demand for HR. Anyone, as long as it is marked “get out already”, which leads to an increase in the number of HR who do not know how to use both search and available tools, but who can take offense and talk about toxicity. It's like a pond in which there are almost no carp. Yesterday there were twenty fishermen sitting around the pond, and today there are a hundred, and some of them are trying to fish with electric poles.
Of course, one could try to lure employees with money - but there is no money either (exception: some "techies").
* Note: As Comrade, widely known in narrow circles, regularly reports. K. - a plate, especially a digital one in the form of a signature in Outlook, is much cheaper than a salary increase.
As a result, it is worth updating the vacancy, with keywords in the text (or just write engineer, Moscow in the title Devops) - how views start on hh, and the above mailing lists in the mail.
However, mailings are ineffective (like any spam), and the second mechanism comes into play:
Salary fork
Much more often I began to stumble upon standard phrases in vacancies:
- "salary based on the results of the interview"
- "salary from 100 to 300 kk, depending on the tasks actually performed"
- decent salary
- “salary at and above the market level”
— “salary with the prospect of growth in a potential market leader”
and the like.
The results of conversations and interviews (and not only by me, there are many trolls in the world) always lead to the same thing:
- At best, the announced salary is somewhere in the middle of the announced fork, and this includes bonuses, annual bonuses and other virtual (and extremely rarely achieved) carrots.
- In the worst case, the salary may be lower than the published fork, and be formed from the minimum wage of 20-40 tr, the "envelope" and the promised bonus based on the results of fortune-telling.
The actual salary range for Moscow, if we take published vacancies from large organizations, is as follows:
- First line, technical support and other replacement of cartridges: 30..60 thousand rubles "on hand". The list of duties is extremely wide.
- The second line (sometimes the last). To be able to do everything a little bit, and to replace cartridges during the absence of first-line employees: 60 ... 130 thousand rubles "on hand". Plus sometimes a bonus.
- Third line and above. On this line, some serious requirements for qualification begin. The reason for the “about 2000 euros” bar is very simple - this is approximately the European minimum wage (salary Finnish cleaner), and a newly arrived specialist with his 4000 euros gross will come into the hands of approximately the same level.
Published vacancies for line 3 and above are at the level of 120-200k, sometimes "up to 250 tr", not reaching the very cherished 300k (per hour). Unpublished vacancies can be with the amount and above - in Moscow, several cases of returning from the USA and Europe with the same salary were recorded. Only in California $60k a year is one standard of living, and in Moscow the same $60k is another. There are also unpublished vacancies for 300-600k rubles, only for them they require certificates of the HPE ASE - Server Solutions Architect, Cisco CCIE, VCDX and similar levels. Two is better.
Any amount in the form of “on hand, white salary” is extremely expensive for the employer:
- Social taxes at 30% (22% PFR, 2.9% FSS, 5.1% FFOMS)
– Injuries from 0.2 to 8.5%
— Personal income tax, 13%
And a little bonus: For business entities applying the simplified tax system, UTII or PSN, in 2019 the period of application of reduced insurance rates ends (the availability of benefits in calculating insurance premiums depended on the direction of the enterprise or individual entrepreneur).
And of course, a number of employers have a reprehensible desire to save money, and go to a method known as:
Gray salary
The first time (known to me) the conversation about the recommended tax “whitening” of wages arose somewhere in the early 2000s, and has not stopped since then. It is a mistake to think that people who do not know the market and salaries on it are sitting in the tax office, however, when on the one hand there is only a theoretically possible fine, and on the other, up to 50% of payments to the treasury, a number of employers are ready to take a risk.
No statistics of this kind are kept in open form. Some old bastards rumors are spreading that the number of such irresponsible employers is growing, but perhaps these are local surges - after all, not every city can almost bring a regional electricity supplier to bankruptcy, despite the fact that there is a nuclear power plant in the region.
However, you quickly get used to a good amount in 2-personal income tax, and as a result, the business begins to demand a change in the role of HR in the process of discussion with the candidate:
Changing the role of HR, adding HR to the actual role of "purchaser - negotiator". Bonuses, KPIs and that's all
oh how weird this is. It seems that they are not hiring an HR-ra, but a buyer who needs to "squeeze" suppliers for the right conditions and prices)) Chesn word))
From linkedin
At the time of the interview, the interests of the candidate and the employer in some cases are directly opposed.
The employer wants to save as much as possible.
- The employee wants exactly the opposite. You can say as much as you like that “money is not the main thing, we need people with a strong interest and non-material motivation” - but so far it is sad and sad to live without money.
As a result, especially if the salary is gray, and the fork declared in the vacancy is not related to reality, and the KPI is drawn only for the sake of attracting candidates, HR begins to wag like a sutler’s boat instead of direct answers “how much to hang in grams”. All means of persuading a candidate are used, from promises to promote as soon as possible, to stories “you didn’t pass the technical interview very well, but we see in you some potential”, so let's go like this: now 2/3 of the bottom bar, and at the end of the quarter following the close of the fiscal year after the end of the project, we will discuss future growth if the project shows a profit.
Recently, the promise of bonuses has shown itself well. I already wrote about this, and last week I personally encountered it - a salary of NNN rubles, and a quarterly bonus of 30% of the monthly salary according to the “preliminary conversation”, but anything can be written in the offer itself.
The question is really difficult - indeed, candidates are “not very, but striving”, and bonuses happen, they happen, but there is always a risk that these are just talks, and the criteria for quarterly and annual bonuses are spelled out as blurred as possible.
The degree of risk in each case is to be assessed by the candidate himself.
Why do you want to work in our company? Because you offered me?
The growth in the number of HR with minimal experience leads to funny situations.
To be honest, I thought it was a one-time joke - but no. The greater the number of HR in general without experience, the greater the HR after courses from infogypsies (about them below) about log in go without sms at high speed, and the more likely that HR will first ask “well, when can I call you”, and then in the middle of the conversation will break into the question “why do you want to work for us”. The honest answer "wait, it seems you called me" leads to a breakdown. standard template design and mistakenly blurting out "we'll call you back," followed by a "wow, what a toxic candidate."
That new cute word "toxicity"
In 2019, I heard the word "toxicity" in relation to anything much more often than in all the years before. The internet is full of articles like "XNUMX Signs of a Toxic Person" or "Be Prepared: How Long Does it Take for Ricks to Give Up Trying to Build Love". And there is only one solution - gracelessness.
The growth of combinations of “HR who just entered the exit plus infogypsies plus pumping about great honor and primary elimination” gives rise to an increase in the self-importance of young (or young) HR. Every instance of falling out of the cycle instilled in the courses, every refusal of the candidate, every hint from the candidate that he is ready to listen how spaceships plow the Bolshoi Theater leads to the "everyone is to blame except me" reaction. This is not my vacancy for a gray salary, it’s not me who just read from the sheet “we are a new crypto nano ML AI startup and our boss has great potential, which I personally saw, oh, which you can see on our page on the Internet.”
Get ready, this sweet word has a great future.
Necessary note: Soft skills and interaction in the team and with the team are certainly important, but you still need to decide what you want, even if the refusal “thank you, but your offer didn’t interest me” leads to the story “fuu, how is it possible, byaki you All".
The sect of lack of feedback to the candidate
Haven't had an interview in a long time. More than three years already. And so, over the past month, I visited several.
All companies are different. Basically, one way or another connected with the construction market (manufacturers, importers, distribution networks).
In addition to the construction market, they are connected by something else - without exception, all HR of these companies are in the same sect. And it is called "the sect of lack of feedback to the candidate." Within the stipulated time, of course. Well, after their expiration, too.
This says a lot about the level of the company, I'll tell you.
Lack of feedback or feedback delays have happened before. Someone forgot, someone did not consider it necessary, someone made the candidate wait until a decision was made on more successful candidates - all this has already happened.
It's strange that any attention is focused on this. They promised to answer in 1-2 days and didn’t answer, you wrote a request “dear HR, is there any solution or results” and didn’t answer again? Means,
We are following you, username, or how do the staff know that you have updated your resume, despite all the bans on hh
On the hh site in the user settings there is a setting "do not show resume updates to the following organizations"
However, at the same time, in modern software for searching and tracking employees, the function is directly declared:
The possibility of registering the fact of updating the resume of the candidate in the form of an entry in the personal file.
This is not counting the simple opportunity to “ask colleagues to open a resume” - a fairly common request “from HR to HR” or a simple call in the style Hello, Wawa? You are about to fall!
So just know, %username% - if your management is having fun keeping track of resume updates on hh, then all these prohibitions do not matter.
infogypsies
The demand for “enter exit at any cost” gives rise to proposals, ranging from “we will teach you how to find employees”, ending with “do you want to become a devops in 5 simple lessons and 200 thousand rubles? There is nothing easier than a salary starts from 300kk, and even higher! Just come to our courses do not hide your money in banks and corners.
Example:
DevOps Curriculum:
Network technologies — 20 ac.hours
Building networks based on Cisco equipment part I - 40 ac.hours
Construction of networks based on equipment. Cisco Part II - 40 ac.hours
Microsoft Windows Server 2012 Infrastructure Fundamentals – 40 ac. hours
Installing and configuring Microsoft Windows Server 2012 - 40 ac.hours
Administration of Microsoft Windows Server 2012 - 40 ac.hours
Development of Microsoft SQL Server 2012 databases – 40 ac.hours
Database Administration Microsoft SQL Server 2012 – 40 ac.hours
Windows PowerShell Technology - 40 ac.hours
Administration of OS Linux New - 60 ac.hours
Introduction to Linux DevOps New- 50 ac.hours
Diploma design – 60 academic hours
Which of these is related to ELK, which to k8s, and which resembles Cisco ICND and MS 20410 + 20411 + 20412 and all together MS 70-411, bonus MS 10961 - decide for yourself, as you yourself answer the question - is it worth at least something - a set of unauthorized courses on MS Server 2012.
Note. Sometimes unauthorized courses are more detailed and better than the original ones. Sometimes.
But there is a nuance - sometimes it happens that in order to be admitted to the exam, it is necessary to listen to an authorized course. As they said in one old film about archaeologists - choose wisely.
The final paradox: there are no personnel, but it makes no sense to study for such positions
We need a cuber, but we don’t have equipment, we don’t have networks, and the clouds are at such a limit that kirdyk
From correspondence
The seeming paradox of for example like this:
leads to high expectations for entering the exit, and subsequent disappointment.
Quite painful at times.
However, no alternatives were brought to the Russian Federation:
— Even if you are very advanced guy, then vacancies clowns not much, and the competition there is the highest, sometimes at the level of who is whose dad.
- They don't take astronauts.
The country doesn't need pilots either.
- In other industries, either you need to be able to do a lot at once, or the salary level causes sadness and longing.
- System administration is so automated, and even such terrible things as FSMO roles (who needs them at all!), Are asked at the interview, that it is impossible to get there (and the salaries are lower than those of programmers).
System administration "as a whole" has not outlived its usefulness, but fewer and fewer employees are needed. The clouds were settled in the market.
There is only one thing left - to quickly learn 1-2 programming languages plus git, linux, AWS, and then somehow it will go by itself - first the previously mentioned , and there is an increase, they will send to Moscow (if you really want to see Comrade Lenin).
At the same time, the stories “oh, there are no personnel, there is no one to rearrange windows” will continue from all sides, but as soon as the question arises about the prospects for the position of “senior Windows rearranger”, the ceiling of quite tangible thousands of rubles will immediately become clear. That is why, and only why, the seeming multitude of vacancies for positions outside of development should not surprise or confuse the idea of learning at least some basics of programming.
Total
Some may think that the post is a loosely related whining about bad HR.
As for the post, that's all. There are also grammatical and punctuation errors.
As for bad HR, this is certainly not the case:
- The candidates themselves are to blame for the lack of qualified candidates for the money voiced by the customer, it is they and only they who do not want to engage in a socially important business of educating and educating the next generations.
- The norms of modern courtesy and business communication require that any call with a job offer, no matter what time it was made and what they want to say, be treated with due respect and without exception, it is necessary to listen to such a call in its entirety. To do otherwise should be ashamed.
– The candidate is absolutely obliged to understand the modern problems of hiring, and to contribute to HR as much as possible fast, cheap and high quality do their job, in particular, the candidate must forward messages about the vacancy to everyone in his contact list, and vice versa, tell HR the contacts of acquaintances who may be interested in such a vacancy.
— The main thing in our difficult time is personal and spiritual growth, which contributes to the development of soft skills. Money is not important here.
- If HR added something from himself to the vacancy, he did it from the bottom of his heart, heart feeling true customer requirements.
— Knowledge of the Ancients HR's opinion is undeniable. In the end, the customer hired just such an HR to search for just such employees, and, accordingly, the opinion, methods and qualifications of HR satisfies the customer to a sufficient extent, along with the search terms and the text of the vacancy itself.
The end.
PS Finished the post and suddenly discovered the abyss, I can't unsee it:
How will AI affect the labor market, what skills are needed for the new market, how to find them and how to grow them? These and other questions will be answered by the participants of the round table “AI for personnel or personnel for AI?”.
What support measures are provided for in the Federal Project "Artificial Intelligence" for the development of personnel?
Should AI have value priorities? What should be guided by the formation of these priorities?
Round table "New cultural HR-environment: AI for personnel or personnel for AI?"
Moderator:
Oksana Tarasenko, Deputy Minister of Economic Development of the Russian Federation
Source: habr.com