Recruiting. Cold summer 2019
Hello, Habr!
Over the past 15 years, we have been engaged in HR in IT and in those areas where people, staff, create world-class intelligent products and services. We are engaged in recruiting. Our specialization is the creation of teams that are successful in the global market. Without oil, gas, hemp and sable skins.
In the cold summer of 2019, we decided to conduct an experiment on living people in this area. Purpose: to learn new recruiting practices in IT and similar, personnel-dependent areas. In Moscow. Find out what works, what doesn't. What helps, what not.
The topic arose by chance, so a representative sample could not be created, and the reliability of the study also remains doubtful. But - as it is. All we can promise you is that the results are interesting. Details under the cut.
So, at the end of May, we selected 20 almost random people who, by the will of their fate, decided to change jobs in the summer of 19th, and began to ask how they went for interviews, what they liked and what not. Selection criteria: all from IT and wanted in IT. Level: upper middle.
Examples: senior developers, developers, analysts with experience, team leads, senior testers, project managers, heads of development departments. And also b2b sales with experience, senior accountants and HRs.
Clarification: the sample did not include professional specialists in job search, we call them job jumper. Criterion: more than 3 years in one place over the past 10 years.
When the summer was drawing to a close, we collected the data and are happy to share it. Right now. I repeat: the reliability and representativeness of the data is not such as to speak of quartiles and percentages. Rather, it is a qualitative study about the HR brand and best practices.
Accountants, HRs, IT sales say the same thing as analysts, developers, team leaders and testers. No difference. If you are rude somewhere, think for months, harass with tests and so on - then harass everyone. And vice versa.
What do you need to be able to be a successful recruiter now?
1. Read and understand the summary. All respondents note that they see when the resume is read and understood, and when it is “viewed diagonally”.
People like the first, not very much the second.
2. A good recruiter can call himself and talk in a voice about a job.
All respondents notice when a recruiter tries to avoid an oral story about a vacancy or tries to read out a text that is not very clear to him.
3. A good recruiter can be friendly and open.
In the world of recruiting, there are, as it were, two poles.
On one live those who select among lazy sluts and idiots.
On the second - those who are able to discuss (discuss !!!) the vacancy and experience of the candidate and motivate him.
All respondents note that they understand the presupposition of people who begin to communicate with them. The problem probably arises where the “selectors” have taken someone else's place.
Is there a strategy to recruit the most suitable and not accept those to whom the vacancy really does not suit? There is.
We called it 'next business day', "next business day."
It works like this:
Each new working day is a new step. And then - your best and best will be. And not yours - they will remember you as a company with detuned processes.
But how to make rounds and choose?
Very simple. To choose, you must be in Forbes ratings and / or pay significantly higher than the market - then this opportunity will be presented. Or do unusually interesting things. This is when the girl programmer understands what he is doing, and is proud of him.
We have a new trend in the labor market. Talk about money. It looks like a question: what amount are you targeting? The question is absolutely incorrect. Let us explain with real examples.
Job one
Skolkovo. Everything is white. Normalized schedule. Compensation for the apartment there. Compensation for meals there. Compensation for sports. Paying for children at a local school and VHI for a family. And only 100,000 rubles. "On hand". Poor thing, right?
Job two
"Money 300 thousand." On hands, in an envelope, in black. And an office in Kapotnya. From a retired colonel who calls to shout at night, when he did not have a personal life in the club. Which every month is surprised that it’s time to pay, and at times it doesn’t pay, and his secretary takes a few fives from envelopes, handing them out. Rich?
So, "what amount are you targeting?"
There may be a feeling that, apparently, there is a problem in recruiters.
They are paid and paid, but they will not recruit.
In the civilized world, there is a very simple rule: a recruiter successfully hires those whose income is comparable to his income. Recruiter, receiving 150 thousand per month, is successful in hiring candidates in the range from 100 to 200 thousand. Working with 7-9 vacancies at the same time. Simple market screening
shows that not everyone knows about this rule.
Our respondents sent us hundreds of vacancies, which are published unchanged every three days on hh.ru from May to the end of August. And these are not massive vacancies. Difficult to come up with the essence of such an event, we can assume: someone has a KPI - “a resume for a vacancy has been reviewed”. Something like changing curbs and perfect asphalt in the summer in Moscow. Well, everyone earns as he can ...
This happened the cold summer of the nineteenth year ... in recruiting.
Over the past 15 years, we have been engaged in HR in IT and in those areas where people, staff, create world-class intelligent products and services. We are engaged in recruiting. Our specialization is the creation of teams that are successful in the global market. Without oil, gas, hemp and sable skins.
In the cold summer of 2019, we decided to conduct an experiment on living people in this area. Purpose: to learn new recruiting practices in IT and similar, personnel-dependent areas. In Moscow. Find out what works, what doesn't. What helps, what not.
The topic arose by chance, so a representative sample could not be created, and the reliability of the study also remains doubtful. But - as it is. All we can promise you is that the results are interesting. Details under the cut.
So, at the end of May, we selected 20 almost random people who, by the will of their fate, decided to change jobs in the summer of 19th, and began to ask how they went for interviews, what they liked and what not. Selection criteria: all from IT and wanted in IT. Level: upper middle.
Examples: senior developers, developers, analysts with experience, team leads, senior testers, project managers, heads of development departments. And also b2b sales with experience, senior accountants and HRs.
Clarification: the sample did not include professional specialists in job search, we call them job jumper. Criterion: more than 3 years in one place over the past 10 years.
When the summer was drawing to a close, we collected the data and are happy to share it. Right now. I repeat: the reliability and representativeness of the data is not such as to speak of quartiles and percentages. Rather, it is a qualitative study about the HR brand and best practices.
The first conclusion. Astonishing
Accountants, HRs, IT sales say the same thing as analysts, developers, team leaders and testers. No difference. If you are rude somewhere, think for months, harass with tests and so on - then harass everyone. And vice versa.
The second conclusion. Positive
What do you need to be able to be a successful recruiter now?
1. Read and understand the summary. All respondents note that they see when the resume is read and understood, and when it is “viewed diagonally”.
People like the first, not very much the second.
2. A good recruiter can call himself and talk in a voice about a job.
All respondents notice when a recruiter tries to avoid an oral story about a vacancy or tries to read out a text that is not very clear to him.
3. A good recruiter can be friendly and open.
In the world of recruiting, there are, as it were, two poles.
On one live those who select among lazy sluts and idiots.
On the second - those who are able to discuss (discuss !!!) the vacancy and experience of the candidate and motivate him.
All respondents note that they understand the presupposition of people who begin to communicate with them. The problem probably arises where the “selectors” have taken someone else's place.
The third conclusion. Organization of the process. The best practice
Is there a strategy to recruit the most suitable and not accept those to whom the vacancy really does not suit? There is.
We called it 'next business day', "next business day."
It works like this:
- A response appears or a resume appears.
- The next business day, the recruiter calls the candidate and sells the vacancy.
- The next working day, an interview is arranged with the hiring manager.
- On the next working day - if necessary: tests or SB, or questionnaires, or verification of recommendations, or a senior manager. Important: “or,” not “and.”
- The next business day an offer or refusal appears.
- The next business day - the offer is accepted or not.
Each new working day is a new step. And then - your best and best will be. And not yours - they will remember you as a company with detuned processes.
But how to make rounds and choose?
Very simple. To choose, you must be in Forbes ratings and / or pay significantly higher than the market - then this opportunity will be presented. Or do unusually interesting things. This is when the girl programmer understands what he is doing, and is proud of him.
Observation Four
We have a new trend in the labor market. Talk about money. It looks like a question: what amount are you targeting? The question is absolutely incorrect. Let us explain with real examples.
Job one
Skolkovo. Everything is white. Normalized schedule. Compensation for the apartment there. Compensation for meals there. Compensation for sports. Paying for children at a local school and VHI for a family. And only 100,000 rubles. "On hand". Poor thing, right?
Job two
"Money 300 thousand." On hands, in an envelope, in black. And an office in Kapotnya. From a retired colonel who calls to shout at night, when he did not have a personal life in the club. Which every month is surprised that it’s time to pay, and at times it doesn’t pay, and his secretary takes a few fives from envelopes, handing them out. Rich?
So, "what amount are you targeting?"
Meta observation
There may be a feeling that, apparently, there is a problem in recruiters.
They are paid and paid, but they will not recruit.
In the civilized world, there is a very simple rule: a recruiter successfully hires those whose income is comparable to his income. Recruiter, receiving 150 thousand per month, is successful in hiring candidates in the range from 100 to 200 thousand. Working with 7-9 vacancies at the same time. Simple market screening
shows that not everyone knows about this rule.
And the last
Our respondents sent us hundreds of vacancies, which are published unchanged every three days on hh.ru from May to the end of August. And these are not massive vacancies. Difficult to come up with the essence of such an event, we can assume: someone has a KPI - “a resume for a vacancy has been reviewed”. Something like changing curbs and perfect asphalt in the summer in Moscow. Well, everyone earns as he can ...
This happened the cold summer of the nineteenth year ... in recruiting.
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