Greetings, dear Khabrovites!
Today we will talk about sore points + not a lot of explanations for article.
Let me start by saying that I have been recruiting for over 11 years. He went through all the stages of formation, from an ordinary recruiter to a HR director. I saw a lot and have a lot to tell.
Recruitment, like any other activity in working with people, requires a complete understanding of this area, tools and significance for the business as a whole. Many at the start of their career do not realize how difficult and interesting the profession is at the same time. Because of this, in the last 6 years, we have had a certain decline and a shortage of quality specialists. Let's get clean. After all, many people think that the HR manager/recruiter is a kind of brainwasher, while puffing out his lips and pathetically mocking candidates. This is such a vision from the side of the applicant. Future recruiters think that business is something: find, call, bring and voila - magic, it's done. In practice, both are wrong.
The process of recruiting, and in the future of management, is very laborious, with a whole mass of pitfalls and surprises, where you cannot rely on stereotypes.
Therefore, today we have angry reviews from applicants, and especially IT specialists. Due to the fact that the profession of a recruiter is 80% female, this also adds its own “charm” and adds fuel to the fire.
With the popularization of IT in the CIS countries, a panic began in recruiting. Everyone abruptly rushed into this cherished niche, as in mining at one time. Naturally, I don’t want to offend the female half of the habr, but it’s more difficult for girls to understand all the subtleties of the IT sphere and the selection of specialists in it. This is where it started. “How difficult it is”, “let's go to the webinar”, “how to enter IT” and in the same vein.
Yes, the niche is not easy. Finding a high-quality IT specialist does not mean closing a vacancy for a salesperson or an accountant, where everything is very clear. Here you need to turn on the brain to the fullest and not just check the paper with the position profile, but also have at least some understanding of the field of development and programming.
And it begins ... The recruiting "divas" who have managed to grab the thread and fill their hands, pout their lips and turn on the mistress mode. All the rest, they fight like fish on ice, attending dozens of courses that “help a lot” in their future activities. And so not only in IT, guys, it's all around. We now have a century of trainings, courses, lectures, webinars and other things. Do not carry knowledge behind you, but out of all the garbage of these pseudo-teachings, only 20-30% of suitable material. It is a pity that not everyone manages to distinguish this.
So we have a recruiter who grabbed water, understood / did not understand and went into battle. And it began:
- straight-line approach (head-on);
- a complete lack of logic in choosing where to look for IT specialists;
- dry reading of the position profile;
- confusion in the subtleties and specifics of specific positions;
- a damaged phone and arrogance when communicating due to complexes from the above factors.
And that's just the basic stuff.
В , which prompted me to write this material, it was mentioned: are recruiters/HR managers/headhunters needed? Like, in the days of such sites as dou and djinni, every IT specialist will be able to find what he wants. And I will answer you: of course they are needed, but sensible. The best of the best, and not yesterday's linemen, who today are sweeping the open spaces for the presence of middles and seniors.
A competent specialist, even if he is an intermediary, will never be superfluous. It will save time and money for both the Customer and the applicant.
Summing up, I want to say: the devil is not as terrible as he is painted, but you must be aware of what you are doing. Since 2017, there have been trends that in the future, selection will be automated and manual recruiting will go away. Last year, I used the services of a cutting-edge (as they say) organization that was trying to automate recruitment. When attempts to cooperate with them had to be stopped (the vacancy was not difficult and closed according to the classics), I realized that the era of automation of recruitment processes would not come to us soon.
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Source: habr.com