Why don’t I reply to your recruitment emails?

This post is about a (I hope) small portion of recruiters. If you have never sent an email like this, congratulations, I think you can consider yourself as a professional recruiter. If you did, might be you can changed the way you communicate with candidates to be more effective? I don’t want to burn any bridge here – I have high respects for recruiters, who are working hard to connect companies with potential employees, making the world a better place.

Most of the recruiters I’ve had chances to work with are great specialists and it’s been a pleasure working with them, even that I have to turn down all of the offers because I don’t want to change jobs now (While I’m not seeking for new job at the moment – have I ever mentioned that I have a great team at Episerver? – I think it’s not harmful to build up a network, just in case). However, there were times I feel annoyed when I receive a recruitment email. Initially, I would kindly reply to that email, saying I’m not interested in the positions. Later, I simply delete those emails. And I even marked some as spams.

It should not have to come to that end.

Why?

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Joel test scores are (somewhat) outdated – you should ask something else

Joel test scores are widely accepted as the “12 golden checks” for interviewee to ask interviewer during an interview. They were originated by Joel Spolsky – and his blog was famous among developers, they were quite well-known – and have been popularized even more with StackOverflow (where Joel Spolsky is one of the founders). StackOverflow Jobs even have a check list for recruiters when they post their job vacancies. Here’s the list:

  • Do you use source control?
  • Can you make a build in one step?
  • Do you make daily builds?
  • Do you have a bug database?
  • Do you fix bugs before writing new code?
  • Do you have an up-to-date schedule?
  • Do you have a spec?
  • Do programmers have quiet working conditions?
  • Do you use the best tools money can buy?
  • Do you have testers?
  • Do new candidates write code during their interview?
  • Do you do hallway usability testing?

The list served its purposes for a long time – and I can say it, to a point – contributed to software industry. When developers are aware of such things, companies need to adapt to attract talents – resulting in better work environments and processes (again, there are companies which do that well before the list, and there are companies do not care about it at all).

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Hiring process might suck, and how to fix it

I recently read this post F*** You, I Quit — Hiring Is Broken
found it interesting. If you have time – read it (and of course you should have, because this blog is far less famous than medium – the combination of page views for post in this blog is very likely to be much smaller than that single post).

I feel bad for the author for being in such situation – getting rejected 5 times in a row, is a hard thing to swallow. Especially when he is considered famous in developer’s world/ and has big passion in coding. And it’s not the first time, we hear someone rants about the hiring process, and it’s very unlikely to be the last. Let’s agree that the hiring process for developers might suck.

But then, it’s the way it works.

The first time no offer given, it’s probably their fault. The second time no offer given, it’s probably a bad luck. The third time no offer given, it’s probably your fault.

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