Let’s turn the dev hiring process upside down.

  • If not looking for a job, they would not like to keep being informed about new possibilities of employment.
  • Job adverts are unstructured — form reigns supreme over content, terms and conditions of employment are not presented clearly enough.
  • Talking about the salary is the stressful part of every job interview. Candidates fear their demands might scare a potential employer away. On the other hand, they are also concerned they may not be sufficiently appreciated and end up underpaid.
  • There are concerns that should they come across as underqualified, they may be tempted to lower their expectations with regard to the pay during the actual interview, compared to their pre-interview estimates.
  • Another concern is that by presenting your thorough profile, you may end up being discriminated against or being offered relatively poor terms of employment due to certain characteristics (such as your gender or background).
  • Lack of information about the salary bracket in numerous ads, which makes even ballpark estimates as regards a company’s financial capabilities impossible.
  • A lack of a selected target group — knowing who is available would make it possible for them to come up with much more personalised offers.
  • Annoyance with no response whatsoever to either social media- or e-mail- based job offers. In other words, recruiters often end up addressing people who may not be interested in changing jobs at that given moment.
  • Having a set budget for salaries at certain positions while not being allowed to openly present it in job adverts.
  • Candidates’ demands as presented during the interview, which do not tie in with what the company can offer.
  1. Most developers are in employment and not currently looking for new professional challenges. There are also naturally those looking for a job. Then there is a numer of developers who have a job and are not looking for a new one, but are curious about the possibility of finding work that would fulfill all their personal criteria, be it financial, related to particular technologies or being able to work from home only. Some of such programmers might be considering changing their technology stack and would like to find out what kind of impact it would have on their job market position, given their current experience. To sum up, let’s just say there are two groups: those who are not interested in changing their job, and those who, for whatever reason, are.
  2. On the other side of the divide there are recruiters who have no way of knowing which of these groups a person they have directed their offers at belongs to. This is why they choose to present their offers to all, bar none. It’s not unusual to see it as a problem. Developers may be annoyed by the number of offers they receive when they are not interested. Also, recruiters themselves would certainly prefer to have fewer of their enquiries remain unanswered.
  3. If, however, a recruiter manages to find an interested developer, the next stage tends to be an interview or some form of screening. This is where the next problem arises, namely the difference between the candidate’s expectations and the company’s potential to fulfill them. Presenting your conditions is one of the most stressful and uncertainty-filled moments for job seekers. Misunderstandings and failure to lay down your prerequisites with sufficient clarity often prove to have adverse effects on one’s attempts at being recruited.
This is the way it looks at the moment, from my perspective.
And this is the way I would like it to be.

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