Your Experiences with Recruiters? 165
companyAdvocate asks "I work in a small, high end IT consultancy. We are currently on a large recruitment drive and our targets are very ambitious. We are looking into alternative, original and cost-effective ways of hiring talented people. Google's billboard ad comes to mind. As we are a consultancy, we need good communicators as well as techies and raising the company profile may be an added bonus. What is the Slashdot community's experience with alternative recruitment methods? Were you hired in an exciting or interesting way? How do you make even rejected candidates leave with a positive impression?"
How I got my job (Score:2, Interesting)
And that, is my experience with recruiters.
Look at on-line forums, Usenet, and so on? (Score:3, Interesting)
You could try identifying good people in on-line discussion forums, Usenet groups, etc. There you can immediately gauge not only a person's technical knowledge, but their ability to convey it in writing.
How you then approach them is a different question, of course. For example, I do post to various technical Usenet groups, and I've always assumed that's where the headhunters found me one day. Personally, I was mildly flattered, and I did sent them a polite reply declining their offer (since I had no interest in moving to where the job was based). However, I can imagine that others might not be so charitable about unsolicited e-mails these days.
You could always try leaking the name of your company later in this story. You're not short of geeks who know their stuff around here, so all you have to do is get rid of the 95% who can't right too safe they're lifes, and your problem's solved. :o)
locality (Score:4, Interesting)
Make fun events, contests, (emp/applicant) mixers (Score:4, Interesting)
A good alternative would be to hold a contest of some sort. Let potential job applicants put together solutions, write software to solve a simple, fixed problem. Give the most successful applicants some incentives (other than just a job): perhaps some small cash prizes; something interesting like a nice gadget; perhaps some interesting prestige like a listing in some neat place on a web page or a brochure.
How might you leave rejected candidates leave with a positive impression: First and foremost, make decisions in a fairly quick period of time. Don't leave folks hanging out there for long periods. Also, tell the rejected applicants what it was that was good about the applicant. Perhaps let the person know on what they could work to make themselves more attractive to the type of position for which they applied (in other words, help them in their future employment quests).
Hiring communicative technical people is a special challenge: It is generally better to hire someone who has experience, and a great attitude and excellent human communications - even if they don't have all the super-duper "on-paper" skills for which you might be looking. Exciting ways to be interviewed and recruited: Throw a celebration focused on your company, bring your most fun and interesting people to the party, then invite lots of possible applicants. Mix it up with the folks, have some free poker games (not money gambling, just plain chips with door prizes, etc.), no booze, just great snacks, good music, and lots of chairs and tables where people can sit down and pitch the company or pitch themselves as applicants. Make it fun, advertise it in key places in the country. Don't be afraid to fly extremely interesting candidates out to your party...
Every nickel you spend on getting face-time with applicants is well spent... make lots of fun and interesting ways to attract applicants to your meetings...
Re:Beware of this (Score:3, Interesting)
CVs (Score:1, Interesting)
* In the United States, a Curriculum Vitae ("CV" or "vitae") is "a comprehensive, biographical statement emphasizing your professional qualifications and activities." It is not our standard resume but a variation provided only when specifically requested, usually in pursuit of an academic or research position. (Check the information from the Colorado College Career Center, below, for more guidelines on when to use a CV rather than a traditional Resume in the U.S.)
* In other countries, the CV is the standard resume, although the format and some of the information may differ from customary practice in the U.S.
my list... (Score:5, Interesting)
Intel - they give noctoriously hard questions, with 3 rounds of interviews. but there were simple interviews where they only asked about course projects and not too much textbook material in too much depth. in the latter case, there was only 1 interview round before the candidate was hired.
Xilinx - phone screen - basic textbook material. onsite: presentation. multiple full day interviews based on in depth textbook material. the onsite was probably 20 times more difficult. Interviews were disorganized. They had a list of questions that they go through and some of them were repeated from one interviewer to the next. This was in the valley and some of the people seemed to have attitude and ego problems, and didn't like to listen to your answer when are multiple solutions to the interview question. The group looked like zombies, probably from all the overtime shifts.
Analog Devices - the campus onsite interviews are a complete waste of time. they're basically for PR purposes whether they're planning on hiring or not for the year. Questions they ask are generally simple, but I hear onsite interviews are always challenging. Recruiters at the career fairs are always excellent and informative. Company slide presentations are always disorganized - but we were engineering students - who really cares anyway
Teradyne - Campus onsite interviews are usually given by aluminus of the university. I have a theory that their company is sending these folks for interviewing is because these are the ones that have nothing else better to do at work - i.e., they can afford to send the non productive ones for these events... At the career fair, almost all of the recruiters think you don't know anything about the field and go through the whole process explaning everything. Perhaps it's their strategy - holding up a queue at their booth so it looks like they're generating a lot of popularity and interest! Some of them don't even know what they're talking about after working there for a couple of years.
NVidia - this one's the worst. They used to show up at the career fair and flat out refused people's CV right at the spot if their GPA is below 3.5. They would ask up front and basically tell you to buzz off if you "don't have what it takes". I know of someone who worked there as an intern and he basically had to go through their insane work hours. Oh, what happens to the ones that get past that absurd GPA screening? They sit you down at the back of the booth, and basically ask you technical problems which would take up to over an hour.
Synopsys - Very reasonable interviews. They ask really good questions and are not there to find out what you don't know, but what you do, and to really see what you're capable of. They're interested in seeing your thought process and would give you slight nudges in the right direction to see whether you catch on.
Anyway, my current job was found through monster. I had my interview, signed the offer and began work just within 9 day of submitting my application online. I'll not name the company here, but interview process was very reasonable, (see Synopsys - very similar). Very humane people and you had a sense of the great people you would be working with if hired. After graduating, it took me 3 months of job search before I found the job.
Amazing work environment - but that'll be for another time and a different story
Recommendations (Score:3, Interesting)
Be honest. If you aren't, it will show in everything you say and and you will get applications from dishonest people, who will make your life miserable.
Be trustworthy. If you say or imply you will do something, do it. People who are analytical enough to do well in a technically demanding job are analytical enough to be aware if you are mentioning one thing but doing another.
Of course, being trustworthy is one aspect of being honest. However, so many companies have difficulty with creating trust that it deserves to be mentioned separately.
Look for people who communicate well. Every job requires interaction with other people. If you find someone who isn't good at communicating, you have found someone who fundamentally doesn't like working with other people. Such a person drives up costs in ways that are difficult to measure.
Advertise on Slashdot. Many very smart people read Slashdot. When someone replies to your ad, ask for their Slashdot ID. That and a Slashdot subscription will give you access to all their comments. A good way to judge the maturity of a candidate is to see how he or she communicates in casual circumstances like a Slashdot discussion.
Seek a reputation for being warm and friendly, and deserve it. If you have a good reputation, eventually your ad budget can be cut to one-tenth of what it was when you were beginning, because people will hear about you from friends.
Be charitable. Try to give every applicant something valuable in return for applying. Useful feedback is a excellent gift. Even a well-written discussion of the job market on your web site is a gift.
Remember, many of the candidates who didn't quite have what you needed this year will have had growthful experiences and will be excellent candidates in future years.
Don't waste anyone's time. Make sure your business processes are efficient.
Reading and Tinkering (Score:3, Interesting)
I could see hiring the ones who read the manuals, but do you really want someone who's willing to mess with possibly mission-critical equipment on which they don't have training, and out of boredom?
Ours, we've shown them the full range of operations in the labs and then given them a few practical hardware and software problems. You know, simple things like factors that might be causing a bad signal in a piece of equipment, or reversing a string in a programming language of their choice.
*wry grin* And our lead engineer always starts off the interviews by asking their opinion on their programming skills. He expected to have to swim through a torrent of bullshit after asking that question, but bizarrely enough, a lot of CS majors have given the answer as "not great." I don't know whether it's honesty or false modesty in those cases.