Are you procrastinating right now? Me too, so I thought I’d write some tips that help me stop. It’s easier to overcome procrastination when we understand why we do it. According to the Procrastination Research Group at the University of Sheffield, “procrastination has a great deal to do with short-term mood repair and emotion regulation”. In short, if we feel bad, we put things off.
At Humanpredictions, we’re on a mission to help tech professionals, of all walks of life, build stronger, deeper relationships with each other. As our world navigates a Fourth Industrial Revolution, every person in the tech industry is walking the same journey to building the future of our world.
There’s a lot of uncertainty that comes with the terrain of switching jobs. For instance, let’s say that—for whatever reason—you’re not a fit with your manager or new employer. Or maybe, the fast-growing startup didn’t end up being as fast-growing as it appeared on the surface. Talented, passionate, and creative engineers know that in the innovation economy, what the World Economic Forum (WEF) calls the Fourth Industrial Revolution. There are an abundance of jobs:
As someone who sources and hires technical people, you have one of the best jobs that society has to offer. But sometimes, this reality is tough to remember because—let’s face it—there’s a lot more hard work than glamor in your role.
Between communicating with company leadership, supporting hiring managers, providing candidates with high-touch processes, and the sheer number of times you hear the word “no,” in your day, the work can feel like sorting laundry piles.
Sometimes, work can feel like an endless game of survival mode. You wake up early, get the kids ready for school (or the pets ready for daycare), rush to the office, answer emails, and immerse yourselves in meetings. By the time you look up at the clock, it’s already noon, and your to-do list is still endless. Goodbye lunch break.
That perfect hire is out there—and as a recruiter, it’s your job to find them. But how?
For the first time in human history, every person has the ability to connect with anyone else in the world. That means talent pools—and the companies seeking people to fill key technical roles—are expanding. The basic economic concept of supply and demand has shifted into a reality of intersectional orbits. Are you part of a recruiting team, in London, that wants to hire an engineering director in San Francisco’s deep technology community? You may not have met that person yet. But they’re out there. They have no idea that you’re seeking them out, which makes it easier to ignore your outreach.
New Year, Who Dis?
What. A. Year. 2019 was filled with growth, learning curves, and plenty of iterations. We can’t believe we’re four years old – and we wouldn’t be here without the support from the recruiting community! Here’s a recap of our notable moments and feature improvements throughout the year.
Software Developer roles are becoming increasingly harder to fill, but if you’ve been recruiting in tech for a minute – this is old news. Not only are there more roles than people to fill them, (there are 223,000 open roles in the US, 91% of them being outside of Silicon Valley) but folks in tech are also getting increasingly hard to get a hold of. Hard stop. If we can’t pique the interest of the person we want to chat with, how can we grow our team?
Tech recruiting…where to begin? Sourcing! In our current market condition (candidate’s market), it’s our responsibility as sourcers, recruiters, engineering managers, leaders, to invest time into building our teams/organizations.
For every one developer you want to bring in for an interview, you have ten other recruiters fighting to do the same. So, how can we maximize our efficiency and likelihood of getting in front of that candidate?
No one wants to waste their time, or to be inefficient, in their business practices. But sometimes we have blind spots that keep us stuck and prevent us from innovating.
Such is the case in tech recruiting with the commonly accepted practice of searching for candidates based on their job title instead of by their experience level with the required job skill.