Prologue: This article is the third of a series focused on displaying the problems we identified in tech recruitment processes. Together they led us to create a movement that aims to improve the state of the industry, which you can join here.
Some phrases fall into an uncertain category, halfway between being an overused cliché and underrated (usually popular) wisdom. One of them is this one: “a little respect goes a long way.” It means, of course, that small efforts make big improvements and nowhere is that so true as in an area where respect is not expected at all.
Because most processes have become so dehumanized that it’s easy to be a recruiter looking at a thousand applicants and thinking about them just as cells on a spreadsheet (Excel for the old-school readers, or Google Sheets for many others). They’re just squares waiting to be colored red or green depending on how the next interview goes. Or a card on Trello waiting to make its way down the recruitment pipeline.
And as someone looking for a new job, it’s too common to look down at recruiters or potential employees. From our experience and research, it’s usually because the person sitting on the other side of a skype call or an interview room (a professional headhunter, just an HR person or a young founder) doesn’t know as much about developing as the person being interviewed. It’s easy to forget that that’s exactly why the interview is taking place. The company needs that knowledge.
The fact is that both sides of the fence deserve respect. And need it too.
Consider Tech Talent. Most employees spend a considerable amount of their time at work: sometimes long nights and weekends included. Work means a lot to them: these people are seriously invested. It is, in fact, one of the few industries where nothing is more demoralizing than not being able to carry a project through from start to finish because their current employer moves them between projects constantly.
So as a recruiter (whether you’re the agency or the future employee) you need to empathize with the fact that this is a big step for the person on the other side. This is a big deal for them. It is important. They are considering leaving a project where they’ve been working, which they want to see to fruition, but have decided to risk an interview with you for whatever reasons. Respect that. Take the time to appreciate it. Make an effort to make it worth their effort.
But if you are out there looking for a job, if you call yourself a techie or something else, consider the person on the other side. Most people in charge of hiring at companies are looking their hardest for the perfect fit and want their recruits to succeed. Show them your best self, but respect that nobody can make a better call than them.
Our recommendation is simple: let there be respect on both sides of this issue. Once that respect is established, then it’s easier for both parties to focus on doing their work better. Easier for developers and engineers, architects and project leaders to focus on their goals, and leverage whatever help is available to achieve it. And easier for hiring teams and recruitment agencies to find the best people and work with them for an easy transition into a new job.
In the end, if the person who is hiring respects the person who is hired — and vice versa — the deal is off to a much better start. And as most professional runners can tell you, the right start is critical for the best results in the long run.
Our goal with the “Make Tech Recruitment Better” manifesto is to help the industry improving its standards. Together we can do better.
Aim for more,
Katia Geisler
Business Developer DE @ Landing.jobs
PS: You can check the 1st, 2nd and 4th Blog Post of this series here, here, and here, respectively.
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