Calendar Blocking for Intentional Sourcing

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? read more

Let’s talk about diversity

For the past several months, we’ve been working on a project our team cares a lot about — we recently launched a diversity initiative and we want your feedback. We created an open source project to catalog the growing list of groups, organizations, and resources for diverse talent in the tech community (e.g. Black Girls Who Code, Lesbians Who Tech, and PyLadies). The point of creating an open source project is to allow anyone interested in this information to have access to it, track the evolution and growth of the list, as well as have the opportunity and ability to contribute to the list and/or the overall project and mission. In this open source project you’ll find the free Boolean search strings we’ve made for any recruiter or hiring manager working in tech to help source a more diverse pool of candidates. read more

Recruiting is Broken

I hear all too often that recruiting is a mindless job and I’d take offense to it except it’s not a false statement when talking about today’s average recruiter. Recruiting has turned into a button-clicking job that doesn’t take a lot of thought, problem-solving, or consideration for the craft that it used to be. Put simply, recruiting is broken.

Before Monster, LinkedIn, and all other software that opened the recruiting floodgates, recruiting was a craft that required strategy, interpersonal skills, and a lot of industry-specific knowledge of your vertical. Today’s recruiter is off-putting not only because they spam a bunch of people at once for the same job, but because modern recruiters also don’t take the time to learn their respective industry. Recruiters lack the vocabulary to truly communicate with the person they’re recruiting and fail to invest time to wrap their heads around the skills, tools, and responsibilities of these positions. Instead, they put a couple acronyms into a search and send an “okay” email that is broad enough to use on repeat to everyone that matches their buzzword bingo.

Recruiting is about building relationships with other humans. At the core of good recruiting you’ll find human relationships combined with being an industry analyst. Recruiters that still specialize in the =&0=& of recruiting know the good, the bad, the challenges, and all that goes into the job they’re recruiting for. These recruiters take time to know the people that develop and hone the skills to do the jobs. These recruiters pay attention to what is happening in the industry with new technologies, demands, pivots, company trends, layoffs, and a lot of times know before the general public.

The craft is dying.

Many recruiters today aren’t really recruiting. Instead, it’s an administrative process management job of managing email campaigns and ATS reports — making it such a mindless career. Don’t get me wrong, I’m not saying social media and email are bad tools for recruiters to use because they can be great to show “I’m a human that you can connect with!” instead of “I’m a robot that forwarded you several phrases from a job description.” The key is that human authenticity is what inspires people to connect, not blanket emails or spam. One of the most important qualities in a recruiter is trust, and the growing number of bad recruiters breaks the system.

How do you ensure that your team and company are employing good practices? Here are some quality solutions:

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  • Instead of trying to hack recruiting with Google and LinkedIn by researching everyone with Java in their profile and then emailing all of them with the same or similar emails, use better tools to solve problems. Hacks should be around things that don’t require relationships. Research is great. Dig deeper though. Not sure what I mean? Check out these posts: Resist the Spam or Intentional Recruiting for Diversity. There are some great research tips in there.
  • Let’s hack which humans you should take time to send a message to, but not the message itself. Don’t send a mass email. Your outreach should be a very personable thing. Remember that you are helping someone invest in their future and know that they’ll be spending a large amount of their daily, weekly, and annual hours at work. That’s a lot of responsibility and opportunity to impact someone’s life. It’s not something that should be done by someone that knows nothing about the job or the company they’re recruiting for.
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    Intentional Recruiting for Diversity

    In 2017 underrepresented groups make up approximately 30% of the tech workforce (with those identifying as Black and Latinix only making up about 5% of that number). We still have a long way to go before we see technical teams that are representative of the diversity and intersectionality we see overall in the United States. While “

    major tech companies pour millions of dollars into recruiting…there remain significant, quantifiable discrepancies—in workforce diversity, in gender equity among people of color, and in representation among top leadership read more

    Construct your talent brand around an influencer

    We all seem to dislike the tech recruiting approach of most technical recruiters. This isn’t a new or groundbreaking thought though, it’s a common thread amongst developer jokes. Check out the “shit recruiters say” Twitter feed if further proof is needed. So then why hasn’t there been a push for drastic change by the vast majority of technical leaders? read more