Last Thursday three recruiters messaged me. Two of them got a polite answer that what they have is not suited for me, the third one didn’t get an answer because it felt pointless.
Automating processes and technical skills are great and recruiters shouldn’t focus solely on them. I am mentioning those two because I do get LinkedIn spam from recruiters who type a query and send a message to everyone they can find. Often times, I get “Dear Sir” because male in Czech language is too often the default. For some recruiters it’s a numbers game and they are fishing, hoping that someone will write back. I usually do write back, sometimes to my detriment.
Recruitment whether or not you, the recruiter, like it revolves around people and building relationships. Sometimes it means being active on social media and sharing one’s journey to learn about their clients’ field like Ela Mościcka. Other times talking about improvements in recruitment like Zdenka Krejcikova does on her LinkedIn profile and blog are appreciated, especially when it’s something else than Boolean queries. Being visible at meet ups, especially those with talks about what’s new in the industry, build trust and recognition when recruiters don’t actively recruit there.
After last Fall’s debacle with an external recruiting company and an international consultancy I am a lot more cautious when I am interacting with strangers and recruiters I don’t know well, basically with anyone who hasn’t earned enough marbles in my trust jar. It was a good lesson to find out that even people who work with people everyday don’t always listen to important things and can be a bit pushy1 when they didn’t earn enough marbles. Do I care that I am most likely on their hiring blacklist? No, not really. I am happy that I dodged the bullet.
Developers aren’t the only group who have to improve their soft skills which are bloody hard.
- especially men ↩