Emmanuel A’s Post

Recruitment Reality Check Yesterday, my colleagues and I interviewed several candidates for a QA role, and I was left wondering... Is it enough to have a solid resume without being able to back it up with substance? Many candidates had impressive resumes, but struggled to answer basic questions about SDLC and STLC. It's not about vocabulary or language skills, but about demonstrating a genuine understanding of fundamental concepts. As a hiring manager, I want to see more than just a list of skills and experiences. I want to know that you can think critically, explain your approach, and demonstrate your expertise. To all the job seekers out there, remember that honesty and preparation are key. Don't rely on luck or assume that a solid resume is enough. Be ready to defend your experience and showcase your knowledge. And to my fellow hiring managers, let's keep pushing for substance over form. Let's find candidates who can walk the talk, not just talk the talk. Sometimes, I personally feel I don't get the chance to make it through the door because I stick to what I can defend and not what the interviewer wants to see. Share your thoughts! How do you approach interviews and candidate assessments? #Hiring #JobSearch #QA #InterviewTips #SoftwareTesting

This may or may not resonate with some folks, but as a current job seeker who was a hiring manager just two years ago, I can offer insight into some of the behind-the-scenes happenings. I have one specific example to explain, but it still feels relevant today. My recruiter and I were looking to fill a QA Engineer role, and we'd already gone through the recruiter screen, hiring manager screen, and panel interview for one candidate that we wanted to make an offer to. She accepted our verbal offer, and it was mostly paperwork from there. It was going very well - the communication lines were open in both directions to clarify last-minute questions, the offer letter was drafted and in review, and the planets seemed aligned. Just 30 minutes before we were expected to get the offer letter approved by upper management, we got an email from the top ... an immediate hiring freeze was in effect. As the hiring manager, I didn't see it coming. My recruiter didn't see it coming. If upper management knew it was coming, they didn't tell us and faked progress on the offer letter. We were unable to follow through and had to let the candidate know that the job opening was being closed due to a hiring freeze. She moved on to another opportunity, the role disappeared from the website, and a bad taste was left in everyone's mouth. The moral of the story is this ... don't shoot the messenger, as long as the messenger is communicating. In our case, the hiring manager and the recruiter had zero advance knowledge of the impending hiring freeze, but when we did find out, we communicated it immediately. You can rant all day that the hiring manager "should have known" that the role was going to be removed, but in reality, at least at one company in Silicon Valley, he did not. The greater moral here is: communicate! #DontShootTheMessenger #hiring #hiringfreeze #communication #ghosting #2024jobhunt

Why should you not be in a hurry when you get an email or message from a recruiter ? Many times while we found an email or message from the recruiter,we straightforwardly shared a resume with the recruiter for further review. In most scenarios it's rejected thereafter and if shortlisted you will be asked for technical interviews. Both scenarios are not favourable as job seekers. While you get an mail from recruiter first connect with him if not in your network and have 5 to 10 minutes discussion about available openings. While you are not rejected, he will be obliged to answer all your questions. And once you are satisfied with all your queries, share your very impressive resume with little chance of rejection. If you don't know how to create impressive resume, let me know I will send you my checklist that has helped 100s of QA Engineers in past. Ankur C

The Power of Technical Screenings in Recruitment 🔍 As recruiters or interviewers, it’s crucial to focus on evaluating the depth of knowledge and genuineness of a candidate's experience during technical screenings. Simply listing technologies on a resume doesn’t always reflect true expertise. Here’s how to dig deeper and identify genuine talent: Key Areas to Focus On: #TechnicalUnderstanding: Ask candidates to explain specific tasks they’ve worked on—this will reveal how deeply they understand the technologies and processes they claim experience in. #ProblemSolving & #Execution: Assess their hands-on experience with tools and frameworks. Ask for concrete examples of challenges they've faced and how they solved them. #Code & #ToolsProficiency: Through practical tests or coding challenges, verify if their skills align with their resume claims. #RealWorldApplication: Candidates should be able to describe their direct contributions to the projects they were involved in. #SampleQuestions: #Technical: "How did you manage version control in a multi-developer environment?" #ProblemSolving: "Tell me about a complex issue you solved with Spring Boot." #Teamwork: "How do you handle cross-functional communication during sprints?" Why It’s #Crucial: By focusing on genuine expertise, we can ensure that candidates can actually perform the tasks they claim to have done. During a screening, if a candidate struggles to explain their contributions or specific tools they've worked with, it may indicate a lack of true experience. Technical screenings are essential to filter out those who may be inflating their skills. #TechnicalScreening #Recruitment #TechTalent #SoftwareDevelopment #InterviewTips #Hiring #TechRecruiting #CareerDevelopment

"Can a security engineer become a security recruiter, Ruby?" Sure thang, but I would consider a few things before trying to interview: 𝗬𝗼𝘂𝗿 𝗯𝗲𝘀𝘁 𝗯𝗲𝘁 𝗶𝘀 𝘀𝘁𝗮𝗿𝘁𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗯𝗼𝘁𝘁𝗼𝗺: You'll likely be starting at an agency that is heavily commissioned. Starting on a $40k base and making a handful percent off placements is really tough in a large city like LA and NYC. A lot of agencies need you "to prove yourself," and that sometimes means being on-site as well. You can try the internal route but very few (at least that I've seen) have allowed technical folks to move into a more HR/TA route because the technical piece is not what they need. They need people who know how to close offers. 𝗧𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹𝗶𝘁𝘆 𝗶𝘀 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁, 𝗯𝘂𝘁 𝗻𝗼𝘁 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴: You have to know what people are working on, but we're not engineers. Majority of the day is reaching out to folks, content creation, business development, reading resumes, conversations about culture/fit/compensation, etc. And yes, you have to know the cyber world to do the former, but it's not going to be close to the level of technicality that you're used to. 𝗧𝗵𝗲 𝗷𝗼𝗯 𝗰𝗮𝗻 𝗯𝗲 𝗿𝗼𝘂𝗴𝗵: One of the reasons people hate recruiters (without knowing it) is because there's a high turnover happening on the backend. People drop out of recruiting a ton after their first year or so. Why? Because, it's sales. You may get cussed out, take the blame for things you didn't do, calm down a candidate or manager who's pissed off, and not even get a pat on the back for it. It's just the job. That being said, 𝘐 𝘭𝘰𝘷𝘦 𝘸𝘩𝘢𝘵 𝘐 𝘥𝘰. All I'm saying here is: Do your research before investing time into this career.

I just got scolded yet again from this one specific Recruiter FOR POSTING NEGATIVE POSTS ABOUT RECRUITERS!!!! So let me just give you one important piece of information about me. I'm 54 years old and I started working in call centers in the 90's. On the phones I've done Collections, Customer Service, Tech Support and Sales. OFF the phones I've worked as a Supervisor, Trainer and as a Quality Assurance Analyst listening to calls. When I worked at Facebook I was doing QA Audits of completed QA Audits for two different companies that had contracts with Facebook. I used to stand in front of 25 to 30 new hires at a time teaching them product knowledge, systems access and systems navigation and soft skills. BUT NO ONE WILL HIRE ME TO DO ANY OF THIS!!!! You see what today's date is. I have not had a direct hire, long term job since 1/17/2023. I apply for jobs literally every day and yet absolutely nothing happens so I dare to question what the hell are Recruiters doing. THIS is the response I received from a Recruiter. Justin Dellinger Sr. Corporate Recruiter - Envois "Just because you don't get contacted for a job that you applied to doesn't mean that Recruiters aren't filling jobs. Some jobs that we post have 300 applicants after 2 days. It is not possible to view and consider all of them when we have 30 other jobs that we are working on. I filled five jobs this week and your posts diminishing how hard recruiters work will keep you in your exact situation. (This part) "You need to seriously re-evaluate your attitude, or, at a minimum, not broadcast it to the same people that you also beg for help from 20 minutes after blasting them". Ooooohhhhhhh....before I respond this Recruiter, who has scolded me REPEATEDLY....what are your thoughts?

Just a post about how ineffectual the hiring/interview process is. I took an a multi round interview for a front end developer position. One round consisted of an hour rapid fire series of questions about front end tech. If I remember correctly I didn’t have an answer for 2 questions. i didn’t get the job, I didn’t receive a thank you rejection letter. The interview took place while I was home alone watching my 3 year old child. I had to change a diaper 3/4s of the way through This process could be easily solved by technology. But at some point weren’t resume parsers the tech that was suppose to make the process easy? Right now automation is only benefiting employers. This is the issue with pop up job search sites. It’s the lack of a people centric focus. It’s much more that the job hunt process is not fun. It’s a mess.

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