If it's "previous employers", it might already be too late. Networking basically comes down to "being confortable about people who you know will vouch for you". Especially helpful if they are in power to hire or you suspect they will be one day.
As the other reply said, it really comes down to "hang out with them outside of work". Not often, just enough that you know more about the person than what's related to the job. Working colleagues already work with you so they can speak to your technical skill.
Outside of work colleague, you gotta meet people. So find soke tech communities locally or some FOSS projects you can contribute to.
In any case, it's a slow process and stuff rarely happens immediately. It's something best to do when you don't need a job.
It's only expensive because we destroyed our abilities to train workers. It really shouldn't matter in 95%+ of roles if someone isn't a perfect fit. If they have the fundamentals, they should be up to productive speed in 6 months at worst. That's 1000 hours of training. For reference, a semester of classwork for a single course is recommended to take 140 hours (we can make it 200 hours for engineering work). A company really can't get someone with the basics up to speed in 5 college courses?
Well, no. Because we abandoned the idea of fostering talent. We instead insist natural talent exists who will swoop in, be productive in our proprietary systems day one, and outdo all the pathetic engineers who spent years at the company. Almost like we're drafting for a sports team instead of training a workforce.
But at least sports teams spend time making teams feel like teams.
> If they're large and well-known there's really no incentive to change anything.
Well there it is. Suggestions don't matter if there's no one in power who cares. Have them care and suddenly we'd be able to get people hired in 2-4 weeks.
Otherwise it's not rocket science. And you're not hiring rocket scientists. It shouldn't take more than 3 stages to know if a candidate can do the job:recruiter screen, main interview, negotiation meeting. If you need more people in the know, they join on the main day. If they can't, it clearly isn't important enough for their scope of responsibilities (does a skip manager 3 levels up really need to personally meet a candidate?)
>which pool of 50 am I most likely to find someone who knows and doesn't hate working in Java?
The one who has actual projects or professional experience in Java? I'm surprised this is such a sticking point. I list my skills last on the resume because it's the least relevant and it was mostly to try and satisfy ATS. But reality is stranger than theory, I suppose.
At least, that was my old approach. I found some advice I really liked and ultimately integrate a tech stack sub-bullet in every experience now. Seems to be a good balance of ATS and human(-skimming) readability.
AI wouldn't. It'll crunch the resume in milliseconds and sort it out itself.
HR is a mixed bag, usually without technical context. I'm sure most engineers in the 00's and 10's have some experience of "Java and JavaScript are similar, right?" In a recruiter call.
>I doubt the "best candidate" is also the person who can't be bothered to take 10 minutes to update their resume before pressing submit.
Do you really think the best candidates are ones who are bothering to cold apply through hiring portals to begin with? The best interviewers, sure.
For people who are actively searching, 10 minutes for 100 applications is 15 hours of work. Reply rates can be as bad as 1 in 500. In this kind of market you want to get that application rate down to 2-3 minutes. There's no time nor point to tailoring towards dream jobs; oods are you dreams were crushed 200 applications ago.
There's no particular reason your time is more valuable. We're all just trying to survive in these tumultuous times.
I've done volunteer resume review and interview coaching in the past.
The only people getting response rates that low either had the most awful resumes you've ever seen, or they were applying for jobs completely out of their league.
Like the 23 year old applying for Staff Software Engineer jobs as the next step up from his junior position (which he was laid off from) with 6 typos in his resume and an e-mail address of ninjadude69@hotmail.com at the top of his resume.
The GP said the quiet part out loud. They are so worried about lawsuits that they'd rather make the job market worse for everyone (including themselves) than risk a lawsuit over the most basic feedback. The product of a low-trust society.
This isn't really a low trust society, it's a litigious society problem.
These lawsuits aren't a myth, if you hire a lot of people it'll eventually happen, even if you're not violating any laws. The lawsuits, even when you win, waste time and money. Giving reasons, especially customized "human" responses is absolutely going to increase your chances of being sued.
Low trust means assuming any and all reasons given out will result in lawsuits. It's precisely a symptom of a low trust society. A not-low trust (doesn't have to be high trust) society wouldn't assume legitimate feedback would be litigatable, and likewise candidates wouldn't be in such bad situations that they'd need to sue every rejection.
As you said, lawsuits take a lot of time and money. Individuals don't have that and would prefer to settle things privately. But if they don't trust institutions to do that, then the only thing to trust is the contract of a lawyer.
More time than average, less money than average. But these people also need to apply to dozens of jobs, more likely hundreds. They can't sue every place.
I thought the threat of lawsuits was a lame excuse, so I tried to give good feedback to rejected candidates who asked.
It did not take long for one of them to try to turn it against me with threats. We would have easily won the case, but having a lawsuit hanging over my head and a target on my back as a liability for the company was not a good feeling.
Yeah, that's the product of a low trust society. It's not any single person perpetuating it, but it affects us all. A higher trust society would write it off as a bad outlier and keep going. A low trust society wonders when's the next time you get another person that causes an undue burden.
That's why feedback is important. If the reason was "we are looking for X experience and X is not on your resume" I can adjust that for later. If it was even as honest as "we found enough qualified candidates to interview and didn't look at your resume", that's still semi-actionable feedback. I either apply earlier or just accept that I was unlucky and it was not my ability.
Generic rejections like "we moved with other candidates" tells me nothing. So noise remains because candidates don't have feedback to improve upon. All because HR wants minimize lawsuits through obscurity.
I’m willing to be communicative and try to be helpful right up to the line where it puts me, my family, or my company at risk of some asymmetrically bad outcome.
Regardless of whether it’s due to a low-trust society, a litigious society, or El Niño, I will refrain from giving specific feedback if that puts those groups at risk.
>You would not believe how many times I've interviewed candidates who had some key experience that they forgot to include on the resume and didn't realize it was missing until it spontaneously came up in talking to them.
Resumes are only a 1 page summary (2 if you're really experienced) and this kind of market has you doing hundreds of submissions if you lack connections (or your connections are also job searching). You don't have the time to tailor every application for every role.
A shame because LLMs should really be perfect at this. Most current tools are too obsessed with writing for you (and creating a blander resume) instead of just taking a master CV and drag and dropping the most applicable roles/projects/experiences in.
As the other reply said, it really comes down to "hang out with them outside of work". Not often, just enough that you know more about the person than what's related to the job. Working colleagues already work with you so they can speak to your technical skill.
Outside of work colleague, you gotta meet people. So find soke tech communities locally or some FOSS projects you can contribute to.
In any case, it's a slow process and stuff rarely happens immediately. It's something best to do when you don't need a job.
reply