Why didn’t they call me back-7, or why are we leaving 2019

It was a difficult year.

Taxes, disasters, prostitution, banditry and shortage of the army. It was impossible to put up with the latter, and a knowledgeable person, our military commissar, set to work.



Briefly under the cut:

- Why don't you answer us, bad person, or hiring automation

- Loss of meaning in the published or voiced “payroll fork” and its actual scope for Moscow

- A little about gray salary

- Changing the role of HR, adding HR to the actual role of “purchaser - negotiator”. Bonuses, KPI and that’s it

- Why do you want to work in our company? Because you offered me?

- This is a new cute word "toxicity"

- Sect of lack of feedback to the candidate

- We are following you, username, or how will the staff find out that you updated the resume, despite all the prohibitions on hh

- Infotsigan

- The final paradox: there are no personnel, but it makes no sense to learn such positions

- total



You can minus without reading, there is practically nothing new (which would not have been in the previously published).



Attention The article is based on the subjective experience of the author, and was written under the impression of several identical sentences from different HR, as well as emotional stories of colleagues and acquaintances.





Why do not you answer us, a bad person, or hiring automation.

From correspondence:

Hello, Ivan. We invite you to consider the vacancy ...

Hello, Ivan. You have received my job description ...

Hello, Ivan. Unfortunately, I still have not received an answer from you regarding our vacancy, and yet our robot is trying so hard, so how is it, Ivan?



Workers are needed here, now and cheaply. It’s not very interesting for business (not all, but a certain part) to hear about the demographic pit 1987-2000, the departure of employees from the Russian Federation at least to Minsk, the increase in salaries in the regions, the drop in the level of education in general - all this is of course very interesting, but you just work if you don’t know how, it’s better to take it better, now take an example from me - I reached the sign “department head” six months from the entrance to the walk . *

Increasing demand for personnel increases demand for HR. Anyone, just to be marked “already in the door”, which leads to an increase in the number of HRs who are not able to use both search and available tools, but knowing how to be offended and talk about toxicity. It is like a pond in which there are almost no crucian carp. Twenty fishermen sat around the pond yesterday, and today there are a hundred, some of whom are trying to fish for electric fishing rods.

Of course, one could try to lure employees with money - but there is no money either (exception: some “tech”).

* Note: As Comrade Comrade widely known in narrow circles regularly reports K. - a tablet, especially a digital one in the form of a signature in Outlook, is much cheaper than a salary increase.



In the end, it’s worth updating the vacancy, with keywords in the text (or just write an engineer in Moscow in the Devops heading) - how the views start on hh, and the above mailings in the mail.

However, mailings are ineffective (like any spam), and the second mechanism comes into effect:



Salary fork

More often, I came across standard phrases in vacancies:

- “salary based on interview results”

- “salary from 100 to 300 kk depending on the tasks actually performed”

- “a decent salary”

- “salary at and above the market level”

- “salary with growth prospects in a potential market leader”

and the like.

The results of conversations and interviews (and not only by me, there are many trolls in the world) always lead to the same thing:

- In the best case, the voiced salary is somewhere in the middle of the voiced fork, and this includes bonuses, annual bonuses and other virtual (and extremely rarely achieved) carrots.

- In the worst case, the salary may be lower than the published plug, and formed from the minimum wage of 20-40 tr, an “envelope” and the promised bonus according to the results of fortune-telling.



The actual salary fork for Moscow, if we take the published vacancies from large organizations, is as follows:

- The first line, technical support and other replacement cartridges: 30..60 thousand rubles “on hand”. The list of responsibilities is extremely wide.

- The second line (sometimes the last one). To be able to do a little bit of everything, and replace cartridges for the period of absence of the first-line employees: 60 ... 130 thousand rubles “on hand”. Plus sometimes a bonus.

- Third line and above. Some serious qualification requirements begin on this line. The reason for the “somewhere around 2,000 euros” bar is very simple - this is approximately the European minimum wage (salary of a Finnish cleaning lady ), and a specialist who has just arrived with his 4,000 euros gross will reach the same level.

Published vacancies for 3 lines and above are at the level of 120-200k, sometimes "up to 250 tr.", Not reaching the very cherished 300k (per hour). Unpublished vacancies may be with a sum or higher - in Moscow, there have been several cases of return from the United States and Europe with the preservation of the salary. In California alone, $ 60k per year is one standard of living, while in Moscow the same $ 60k is another. There are also unpublished vacancies for 300-600k rubles, but they only require certificates of the HPE ASE level - Server Solutions Architect, Cisco CCIE, VCDX and the like. Better two.



Any amount in the form of “on hand, a white salary” costs the employer extremely expensive:

- Social taxes at 30% (22% of the PFR, 2.9% of the FSS, 5.1% of the FFOMS)

- Injuries from 0.2 to 8.5%

- Personal income tax, 13%

And a small bonus: For business entities using USN, UTII or PSN, the period of applying reduced insurance tariffs ends in 2019 (the availability of benefits when calculating insurance premiums depended on the direction of the enterprise or individual entrepreneur).

And of course, a number of employers have a censured desire to save money and move on to a method known as:



Gray salary

The first (known to me) time a conversation about the recommended tax “whitewash” of salaries arose somewhere in the early 2000s, and has not stopped since then. It is a mistake to think that people who don’t know the market and the salaries in it are sitting in the tax, however, when on the one hand there is only a theoretically possible fine, and on the other, up to 50% of payments to the treasury, a number of employers are ready to take the risk.

No statistics of this kind are openly maintained. Some old grunts are spreading rumors that the number of such irresponsible employers is growing, but perhaps these are local outbursts - after all, not every city can almost bring bankruptcy to a regional electricity supplier, despite the fact that there are nuclear power plants in the region.



However, you get used to a good amount in 2-NDFL quickly, and as a result, the business begins to demand a change in the role of HR in the discussion process with the candidate:



Changing the role of HR, adding HR to the actual role of the “procurement - negotiator”. Bonuses, KPI and that’s it

Oh, how strange all this is. It seems that it’s not HR who is hired, but a buyer who needs to “squeeze” suppliers for the necessary conditions and prices)) Chesn word))

From linkedin



At the time of the interview, the interests of the candidate and the employer are in some cases directly opposite.

- The employer wants to save as much as possible.

- The employee wishes the exact opposite. You can say as much as you like that “money is not the main thing, we need people with a strong interest and intangible motivation” - but so far it’s sad and sad to live without money.



As a result, especially if the salary is gray and the plug declared in the vacancy is not related to reality, and KPI is drawn just for the sake of attracting candidates, HR starts wagging like a market boat instead of the direct answer “how much to hang in grams”. All means of persuading the candidate are used, from promises to increase as soon as possible right up to the stories “you didn’t pass the technical interview very well, but we see some potential in you”, so let’s say: now 2/3 are from the lower bar, and at the end of the quarter following the closure of the fiscal year after the end of the project, we will discuss future growth if the project shows a profit.

Recently, the promise of prizes has shown itself well. I already wrote about this, and last week I came across this personally - a salary of NNN rubles, and a bonus based on the results of the quarter of 30% of the monthly salary according to the “preliminary conversation”, but anything can be written in the offer itself.

The question is really difficult - indeed, candidates are “not very, but aspiring”, and prizes do happen, they happen, but there is always a risk that these are just conversations, and the criteria for the quarterly and annual bonuses are spelled out as much as possible.

In each case, the degree of risk is to be assessed by the candidate himself.



Why do you want to work in our company? Because you offered me?

An increase in the number of HR with minimal experience leads to funny situations.

I honestly thought it was one-time jokes - but no. The larger the number of HRs in general without experience, the more HR after the courses from the info-gypsy (about them below) about going in to walk without SMS at high speed , and the more chance that HR will first ask, "when can I call you?" and then in the middle of the conversation, she will fall into the question "why do you want to work with us." The honest answer “wait, it seems that you were calling me” leads to the disruption of the standard template design and tossing out by mistake “we will call you back”, followed by the entry “what a toxic candidate.”



This is the new cute word for toxicity.

For 2019, I heard the word “toxicity” in relation to anything much more often than all the years before. The Internet is full of articles such as “five signs of a toxic person” or “be prepared: how many Ricks must abandon attempts to build love.” And there is only one solution - grace.

The growth of the combinations “just entered HR, plus info gypsy plus pumping about great honor and primary screenings” gives rise to the growth of self-conceit of a young (or young) HR. Each case of falling out of the cycle vaccinated at the courses, each refusal of the candidate, any hint from the candidate that he is ready to listen to how the spaceships plow the Bolshoi Theater leads to the reaction "everyone is guilty except me." It’s not my vacancy for a gray salary, it’s not I who read from the sheet “we are a new crypto nano ML AI startup and our boss has great potential, as I personally saw what you can see on our Internet page”.

Get ready, there is a great future for this sweet word.

Necessary note: Soft skills and interaction in the team and with the team are certainly important, but still you need to determine what you want, even if the refusal “thank you, but your proposal did not interest me” leads to the story “fu how can you everything".



Sect of lack of feedback to the candidate

I haven’t been interviewing for a long time. More than three years already. And so, over the past month, visited a few.



All companies are different. Basically, one way or another connected with the construction market (manufacturers, importers, retail chains).



In addition to the construction market, they are connected by something else - all, without exception, the HR of these companies are in the same sect. And it is called the "sect of lack of feedback to the candidate." On time, of course. Well, after their expiration, too.



That says a lot about company level, I tell you.

Linkdein



Lack of feedback or its delays have occurred before. Someone forgot, someone did not consider it necessary, someone made the candidate wait until a decision was made on more successful candidates - all this already happened.

It is strange that at least some attention is focused on this. You promised to answer in 1-2 days and did not answer, you wrote a request “dear HR, is there any solution or outcome” and did not answer again? So, the candidate is not needed.



We are following you, username, or where do the staff find out that you updated the resume, despite all the prohibitions on hh

On the hh site in the user’s settings there is a setting “do not show resume updates to the following organizations”

However, at the same time, the function is directly declared in modern software for searching and tracking employees:

The ability to register the fact of updating the candidate’s resume in the form of a record in a personal file.



This is not counting the simple opportunity to “ask colleagues to open a resume” - a fairly common request “from HR to HR” or a simple call in the style of Hello, Vava? You will fall now !.

Therefore, just know,% username% - if your guide has fun keeping track of resume updates on hh, then all these prohibitions do not matter.



Infotsigan

The demand for “enter at any cost” gives rise to offers ranging from “teach to find employees” to “want to become a devoop in 5 simple lessons and 200 thousand rubles? There is nothing easier, the salary of Junior L1 XML Config Support Engineer starts from 300kk, and even higher! Just come to our courses, do not hide your money in banks and corners.

Example:

Curriculum DevOps:

Network technology - 20 academic hours

Networking Based on Cisco Equipment Part I - 40 academic hours

Building networks based on equipment Cisco Part II - 40 academic hours

Microsoft Windows Server 2012 Infrastructure Basics - 40 ac. hours

Install and configure Microsoft Windows Server 2012 - 40 academic hours

Microsoft Windows Server 2012 Administration - 40 academic hours

Microsoft SQL Server 2012 Database Development - 40 academic hours

Microsoft SQL Server 2012 Database Administration - 40 academic hours

Windows PowerShell Technology - 40 academic hours

Linux New OS Administration - 60 academic hours

Introduction to Linux New-based DevOps - 50 Ac.hours

Graduate design - 60 academic hours



Which of these is related to ELK, what is k8s, and what resembles Cisco ICND and MS 20410 + 20411 + 20412 and all together MS 70-411, MS 10961 bonus - decide for yourself how you yourself answer the question - is it worth anything a set of unauthorized courses on MS Server 2012.



Note. Sometimes unauthorized courses are more detailed and better than the original. Sometimes .

But there is a nuance - sometimes it happens that for admission to the exam it is necessary to listen to an authorized course. As mentioned in one old film about archaeologists - choose wisely .



The final paradox: there are no personnel, but it makes no sense to learn such positions

We need a cooler, but we don’t have the equipment, there are no networks, and the clouds are at such a limit that kirdyk

From correspondence

The seeming paradox from bullshit bingo 4.0 , for example this:

In Central and Eastern Europe, a catastrophic shortage of IT specialists has been identified, which leads to overstated expectations for joining a walk, and subsequent disappointment.

At times quite painful.

However, no alternatives were delivered to the Russian Federation:

- Even if you are a very advanced guy , there are not many clown vacancies, and the competition there is the highest, sometimes at the level of whose dad.

- They don’t take astronauts.

- The country does not need pilots either.

- In other sectors, you either need to be able to do a lot right away, or the salary level causes sadness and longing.

- System administration is so automated, and even such terrible things as FSMO roles (who needs them at all!) Are asked in the interview that it is impossible to get there (and the salaries are lower than for programmers).

System administration “as a whole” has not outlived itself, but less and less employees are needed. The cloud was settled on the market.

There is only one thing left - to quickly learn 1-2 programming languages ​​plus git, linux, AWS, and then somehow it will go on its own - first the previously mentioned Junior L1 XML Config Support Engineer , and there will be a promotion, will be sent to Moscow ( if you really want to see comrade Lenin )



At the same time, stories from all sides will continue, “Oh, there’s no personnel, there’s no one to rearrange Windows,” but as soon as the question arises about the prospects for the position of “senior Windows rearranger”, the ceiling in quite tangible thousands of rubles will immediately become clear. That is why and only therefore, the seemingly many vacancies in positions outside the development should not surprise or confuse the idea of ​​learning at least some basic programming.



Total

It may seem to some that the post is a loosely whined about bad HR.

As for the post, then this is so. There are still probably grammar and punctuation errors.

As for bad HR, this, of course, is not so:

- The candidates themselves are to blame for the lack of qualified candidates for the money voiced by the customer, it is they and they alone who do not want to do the socially important thing of educating and educating the next generation.

- The norms of modern courtesy and business communication require that you apply to any call with a job offer, and it doesn’t matter what time it was made and what you want to tell, with due respect and it is imperative, without exception, to listen to such a call in its entirety. Doing otherwise should be a shame.

- The candidate is obliged to understand the current problems of hiring, and to facilitate HR quickly, cheaply and efficiently to do his job, in particular, the candidate should send messages about vacancies to everyone in his contact list, and vice versa, inform HR contacts of friends who may be interested in such a vacancy .

- The main thing in our difficult time is personal and spiritual growth, contributing to the development of soft skills. Money is not important here.

- If HR added something from himself to the vacancy, he did it from the bottom of his heart, feeling in heart the true requirements of the customer.

- The knowledge of the ancients The opinion of HR is undeniable. In the end, the customer hired just such an HR to search for exactly such employees, and, accordingly, the HR opinion, methods and qualifications suit the customer sufficiently, along with the search terms and the text of the vacancy itself.



The end.

PS I finished the post and suddenly discovered an abyss for myself, I can’t see it:

How will AI affect the labor market, what personnel are needed for a new market, how to look for them and how to grow them? The participants of the round table “AI for personnel or personnel for AI?” Will try to answer these and other questions.

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