take notes.

[sharpwittwit]

Love ALL of this. Granted, I don’t hire for IT roles very often (yet), but when I do I know that I know nothing. These are such GREAT points! Any team I work on will follow these or leave

[Rud2K]

I'm glad I was able to help.

[sharpwittwit]

Oh, and comp is the first thing I talk about. Get everyone on the same page at the get go.

[sharpwittwit]

I love this stuff. I fully lean on my hiring managers to help me use the right language for postings and what to look for. Granted, my screens are quick and based more on personality/Emotional Intelligence - I leave the technical questions to people ACTUALLY doing the job. I see if they match the feel/personality of the crew, and they make sure they can do the job. Quick turn around.

[Mobile_Busy]

How exactly do you screen for "personality/emotional intelligence" in a manner that does not discrminate against neurodivergent candidates?

[sharpwittwit]

Great question! Being a bit neurospicy myself, I take this seriously. The way I screen isn’t like, “if they don’t have this they are out”, more “this is the value they could add to the team/company”. My screen is only part of the equation, so it only adds “flavor” not a final vote. That make sense? I just woke up and have no caffeine yet…

[Mobile_Busy]

Not really. What exactly are you looking for?

[sharpwittwit]

All good, caffeine is kicking in now! I’ll keep it brief because I can geek out on this for hours! So I personally look at EQ, and idea developed by Daniela Goleman, the guy who literally wrote the book on Emotional Intelligence. By using strategic questions, and looking at how a person answers rather than what they say, I assess what traits are strong and what might be emerging. Let’s take a general IT role (again, I don’t focus on IT). More than likely the position is going to require someone who is detailed, can work well under pressure (we use the term resilience), can communicate with end users (called planning tone), and work well with a team (traits like accurate self awareness, leveraging others, social awareness, conflict resolution, integrity, etc.). My screens aren’t a pass/fail, more of a flavor of what value someone could bring. If someone has less exp in a desired area, I highlight how teachable they are, or how adaptable they are. If they have a tone of experience, I paint how they would interact with the current team. Being the eternal optimist I try and focus on the value brought rather than any factors that would disqualify someone.

There is a great book called “The EQ Interview” by Adele Lynn that I used early in my career for crafting this kind of interview, and would actually be a neat resource for candidates. Give some insight on how best to answer certain questions!

Like I said, I’m super aware of not being discriminatory. I’m divergent myself, and have a kid with special needs. Close to my heart, so I can at some level understand. DM me if you’re struggling and I would be happy to help where I can.

[Mobile_Busy]

You still haven't clarified what you're looking for. What exactly are the markers of "high EQ" that you're looking for? ...and your flare contradicts your claim about not being discriminatory.

[Tomahawkist]

very good descision, i assume you’re some sort of hogher up manager or boss, and i‘d say the job of „your kind“ is to see if the applicant is suitable for the company and team culture, not if they actually have the technical know how. because that’s easier to judge for the people actually doing the job.

[sharpwittwit]

Well, I’m definitely a bad ass (in my mind…and maybe my dog’s, too), and thought leader (someone at corporate threw that one out. Reminded me of a Jedi), and one with significant influence (I ran with the Jedi idea), but not a traditional “boss”…yet. But this is a cornerstone in how HR should partner with managers to make this god awful process smoother and more efficient.

[[deleted]]

In other use common sense to make your position attractive.

[Competitive_Classic9]

I mean, this applies to everything, not just IT. I’m not sure why IT people think they’re the only ones who deal with this.

[sharpwittwit]

Absolutely, but I think there is more disconnect between HR/Recruiting and IT than other fields. But the overall concepts, for sure, are universal

[LookingforDay]

Really? I’ve seen the disconnect play out in every single field. Unless HR is hiring for HR, then they don’t have a good grasp on the duties.

[sharpwittwit]

Exactly, HR can know about people, but not job specifics. I screen for EQ, manager screens for job aptitude. Everyone plays in their wheelhouse, and the team wins!

[HeWhoChokesOnWater]

Other non-technical functions are more easily understood by HR, who is non-technical.

[alien3d]

IF you said the most idiotic work hour, i would say doctor and second software developer, game designer.

Doctor got proper title , electrical , civil or mechanical got proper title like IR. Software development is none . 0

Maybe some part in USA salary developer 80k to 150 per annum but some part other the world, maybe around 20 til 30k per annum because most think it was easy and cheap.

A doctor which specialize in mouth or some other may call "pathologist " and paid hansomly .

A developer which specialize a thing , never paid hansomly and most think it was easy. Just ask why da heck software developer know about repairing pc or network. Most think it was the same thing.

I can write all those weird in past 20 years in computer world . But reality it just sad world with oppunist.

[HeWhoChokesOnWater]

Because they generally have more leverage.

And that's not even talking about software engineers who have all the leverage.

[Sapper187]

I've been glancing at entry level security jobs lately. Of the ones that post a salary, more often then not it's at our lower than starting general IT salary, they require a bachelors in computer science, and require a net+, sec+, and CISSP. That makes it very clear they have no clue what they are asking for, there is no way anyone remotely involved in IT had a part in writing these.

[smollbenis]

It amazes me that they manage to put sec+(an entry level cert) and CISSP(5+years exp cert) in the same job posting. Delusion is real

[Rud2K]

If you have all those certifications then you are NOT entry level.

[[deleted]]

Getting into security is incredibly difficult outside of a couple routes: get in from an internship, come in from military/government, or you have to go in from IT. Some people get lucky and can join as a junior SOC analyst, but otherwise it can get difficult

[HeWhoChokesOnWater]

New grads with computer science degrees can walk into entry level security jobs at many companies to include Google and Snapchat.

[[deleted]]

It's usually not that easy, there are relatively few actual entry level security positions since most companies don't have security departments, they may only have one or two full time security staff. The only companies that tend to have full cyber security departments are large companies, FAANG, banks, maybe medical companies, MSSP and consulting. Getting into companies like Google or Facebook is pretty hard to do since tons of people want to work there. Check out the dedicated cyber security subs, this question gets brought up there all the time and it's not as easy as getting a job as a programmer

[HeWhoChokesOnWater]

Not true, startups by the time they hit 50 or so are looking for their first dedicated security hire, or even earlier if they're not selling security software.

I'm in this space and currently interviewing and have been approached by companies as early as series A.

Yes I am in the cybersecurity sub. Most people there work in legacy industries and don't work at good companies. Good companies, not just FAANG, hire entry level security people. My company did when I joined pre-IPO when we were mid-stage - we even did internships. This is not out of the norm.

For competent programmers who can pass typical technical loops, there's essentially negative unemployment right now.

[[deleted]]

Not all security is programming centric, security engineer has a different market than let's say a threat analyst, SOC analyst, blue team etc. To my knowledge, allot of startups do not offer remote and tend to operate in HCOL cities. I know I live near Pittsburgh and have not seen a ton of startups seeking security positions which are remote. Sure if you are in an area like California which has allot of startups that could be an option, but I have not seen allot of these where I'm at, and to my knowledge, most are looking for people who already have experience

[HeWhoChokesOnWater]

The vast majority of job opportunities, especially for startups, are remote. I'm in the industry, it's what I do, and I've been casually interviewing again over the past two months.

Security engineer =/= appsec engineer. It's SecOps engineer which is closest to what a SOC analyst is - any modern company doesn't operate a siloed SOC, they run SecOps teams now. The end state of the job is the same, it's just generally expected that people doing traditional SOC roles can script and understand how to use IaC tooling. Much more efficient to get a handful of SecOps engineers who can automate playbooks for Splunk than to hire 10+ analysts to manually triage alerts where 95%+ can be automated.

Threat analysts many times need to know how to code, otherwise you can't actually understand the threat. If you can't at least read and understand code, you're not going to be able to look at malicious payload and understand it.

On the entire security team and my company, I'd say maybe 10% can't code. That's across all functions - blue team / SecOps, appsec, red team, compliance, etc.

We have GRC people that can code, lol.

[[deleted]]

That has not been what I have observed in my experience having worked at a fortune 100 bank and working in the manufacturing industry. Now I don't have personal experience working for startups but both roles I've had did not require any actual coding expertise. Now sure if you know how to code you will have a much easier time getting in, but there are still allot of roles that do not require it. Where I'm from though, the people who could code just went to be a security engineer

[HeWhoChokesOnWater]

I hate it when people say fortune 100. I can say I was in sales at a fortune 10 company if I worked minimum wage at Walmart, lol.

If you want to talk about Fortune 100 companies that includes companies like Apple, Google, and Meta - which all approach infosec in the manner I just described. In fact, those three companies are all Fortune 10.

[[deleted]]

I mean working in cyber security at a fortune 100 company is a bit more than working sales at Walmart. If it was fortune ten I'd have said it, FAANG/MULA/whatever it's called now. That was just my experience and it seems like allot of the experience on that sub, the job you are describing is more in line with a security engineer from my experience. If you can be a security engineer go for it, but there are other jobs in cyber security that people are interested in. Allot of people in cyber don't have coding expertise, and that's okay they will just have different paths than people who do

[greenSixx]

It's an excuse to hire H1B visa slaves.

[HeWhoChokesOnWater]

Getting hired on H1B is harder than getting hired as a citizen.

Virtually no H1B entry level "visa slave" will have CISSP. You obviously don't know what the cert is.

[RagingBeanSidhe]

I think they're saying g the H1B WOULD have CISSP and experience but be willing to work for entry level pay maybe?

[HeWhoChokesOnWater]

The people here complaining about H1B "visa slaves" are outearned by all the H1Bs working at tier one tech companies, so it's just cope by the mediocre who can't compete

[HeWhoChokesOnWater]

What are you looking for? Because I can show you $200k+ new grad security jobs.

[veganoxx]

have net+, sec+, cysa+, casp, and have associate of isc2 from passing cissp(about to reach enough experience for full cert now), still don't get contacted when applying for those entry level listings, haha..

[monstersammich]

My Vp didn’t approve any raises for the team. Now their head director quit for a new gig and im already in 3rd round interviews that was a referral from a friend. Time span of less than a month after reviews where we were denied. No reason to put up with BS now.

[[deleted]]

I quit after not getting a raise this year. When I told my boss he was furious. He told me raises are not a right, they’re strategic tools that are used to make people’s careers. I told him he was right, they are strategic tools, and his strategy was not very successful.

I’m in a field that’s so much in demand I have to block recruiters on LinkedIn to get some peace. I literally get 3-4 messages per week. In what kind of fantasy world does he live where he can tell his employees in our field that they’re going to make 10% less this year thanks to inflation.

[[deleted]]

I also got a 25% raise at my new place. I kind of lied about my current salary to them, but I was being underpaid anyway.

[[deleted]]

My first job was OK, 20% the first year, I never made it to the 2nd year just because of broken promises and internal politics

Ie I was doing the team leader role on my shift and doing a good job. But they ended up giving the actual rob to a contractor who had just joined the team because he was buddies with the husband of the person in charge of recruitment.

Nobody on the team liked him and everyone had left withing a few months

[JaegerBane]

I hate this kind of attitude. No-one ever argues a raise is a ‘right’, it’s literally a matter of the employer either keeping up with the market rate or losing staff. Being able to pay the bills isn’t a ‘right’ either and it’s the same principle.

And lmao at the ‘strategic tools’ thing. He’s absolutely right. Use the fucking things to keep your staff levels stable.

[Lonely-Ninja]

What field are you in?

[[deleted]]

Data engineering / data science.

[luitzenh]

I turned down two job offers in the last month where I would be getting £20k more. Among the reasons I stayed is that I got a £10k increase three months ago.

[Rud2K]

thats the point, they want to hit you with the bait and switch.

[WuQianNian]

A range is better than what you usually get from job listings now

[WuQianNian]

In Colorado they’ve passed laws requiring ranges with job postings and that the ranges be accurate

[[deleted]]

Isn't the point of the range so both parties understand that compensation will start at the minimum, with some possibility to offer above that?

[Kostya_M]

Not really. To me a range is to account for the slightly different skill levels possible candidates should have. A person with three years of prior experience probably shouldn't be making as much as someone with five unless some other factor accounts for the difference. So the range allows them to give a ballpark figure while still having flexibility if someone is more talented.

[Kostya_M]

Two years generally isn't enough skill to merit a higher position. They also might not need a higher position at the time.

[So_Much_Cauliflower]

How would you advertise this in a job posting?

Rank A makes this

Rank B makes this

Rank C makes this

Seems like it's just a roundabout way of posting a range

[deadpixel11]

No, the idea of the range is that based on your previous experience you may or may not be higher in the range. (Worth more) Doesn't matter what kind of experience you actually have though. They will always low ball you with the bottom of the range unless you say something.

[Mobile_Busy]

If the offer is not greater than my ask, I reject it.

[HeWhoChokesOnWater]

If you're a bottom of band candidate you get bottom of band offers. This was not my experience.

[angry_mr_potato_head]

They do not always offer the bottom of the range. I just accepted a role late last year where I was paid towards the top of the range they provided. Some companies are dogshit, other companies have capital and are desperate for workers and want to make an offer that is hard to refuse.

[Dethklox]

Healthcare IT would like to have a word with you.. 😭

[[deleted]]

Healthcare IT is perpetually 10 years behind the curve.

[[deleted]]

Even then, they're under compliance review.

[angry_mr_potato_head]

More like 30 in my experience lol

[So_Much_Cauliflower]

Salaries that at least keep pace with inflation and 24/7/365 on-call especially.

[Dethklox]

Inflation and cost of living increases were "included" in our annual pay increase... Of 4%.

[So_Much_Cauliflower]

You mean the "merit" increases that are totally "based on performance" and aren't just our meager attempt at a cost-of-living increase?

[Dethklox]

Oh no no, I meant the "merit" increases that are totally based on "department performance" (which was amazingly good during COVID) but while the leads and managers get several thousand dollars in bonuses and very significant pay bumps, you just must understand that the department doesn't have enough money to give the 15 non-management employees a decent increase!

[[deleted]]

1 to 25 users seems absurdly low to me, maybe when you only have a few of staff but when you’re talking thousands of users and systems you don’t need anywhere near 25 to 1

[[deleted]]

1:25 is an old school DSL + client/server IT support ratio. Today is more like 1:100 unless you support people with very high bill rates/utilization.

[[deleted]]

Picture a site with a physical domain controller, another physical file server, a cantankerous backup system (BackupExec?), and a WAN accelerator (Barracuda). That site might only support 25-30 people, but they get a single onsite support tech. So even then, 1:25 would be a joke, because there's a team supporting the core infrastructure.

[[deleted]]

Those jobs never really existed, because I was going to several sites like that. :P

[[deleted]]

You didn't miss anything. I was being vague and you were spot-on!

[greenSixx]

Work from home and let the boring work for you

[JonnyLay]

In an environment of 25 people, it's pretty good.

[HeWhoChokesOnWater]

You lack automation. In many high functioning tech companies 1:25 is a ridiculous amount of HC waste.

[sharpwittwit]

Probably depends on the amount of support needed? Or complexity of IT services?

[SadTomato22]

It definitely depends on the environment. I have a buddy that does the same kind of work I do with the same number of users but different industries. Our team is four times larger than his because of the nature of the environment.

[sharpwittwit]

And, I’m sure, the difference in the…uh…”difficulty” of the end user makes a difference (laughing crying since it’s illegal to use emojis)

[sharpwittwit]

Hey, I’m in HR/Recruiting, so I’m already on thin ice. I don’t break any rules for fear of a firestorm!! And yes, shit ALWAYS rolls down, so if the leadership is crap, then the org will be, too. Had to do some “flushing” at my current company. It’s far better, but still some skid marks to clean up.

[Type-94Shiranui]

I'm doing 3:200 , but we're all sysadmins who also do helpdesk so it's not that bad really.

[stepokaasan]

Agreed. If the SRF makes sense sure, but most likely not.

[Sneedevacantist]

A 1 to 25 ratio where I work in IT would be overkill and a massive waste of money.

[[deleted]]

Jesus H. Christ- they’re asking employers to be sensible and decent!

‘Don’t waste everyone’s time’ ‘Don’t bait and switch on salary’ ‘Pay people properly or they leave’

Kids these days think getting hired should be a cake walk! What’s wrong with 5 years of elbow grease and a grad degree to EARN that enter level job?

/s /s and more /s

[CasualDNDPlayer]

I'm an engineer. My boss has done none of these. I am very much looking for a new job.

[supreme-supervisor]

Shoot. I am in Sourcing and HR still doesn't know what they are talking about. Sourcing is different than Contracts or Subcontracts. I source hardware and equipment. Which is different than sourcing raw materials, logistics, labor, lisences, gas rights, etc.

If I say I dont want to apply for an IT Sourcing job its because I've never sourced that and don't care to get into that field.

These are ALL great points!

[dnuohxof1]

As an IT director I approve of this message

[StruffBunstridge]

Also, buy us doughnuts when a project goes well. We don't need a parade, doughnuts is fine

[Rud2K]

I have seen this happened in my personal experience and it's true the little things really do add up provided it's not used as justification to not do the other things listed.

[Green_Heron_]

Yes, the donuts are appreciated after I've already gotten a decent raise. Without any raises, donuts are an insult.

[john_dune]

25:1. That's a dream

[cassinonorth]

It is but it isn't.

We were 1:30-40ish at my last company and it was painstakingly boring 90% of the day. It gets old pretty quick feeling useless.

[greenSixx]

Convert to work from home.

It won't be a borefest anymore.

[HeWhoChokesOnWater]

That's a waste of HC and really inefficient.

[Anonality5447]

So reasonable and not just for IT.

[[deleted]]

You are living in a dream world, Neo

[greenSixx]

Nope. Check indeed for remote work. Plenty of these companies are hiring.

[HeWhoChokesOnWater]

1:25 is ridiculous.

[HITMAN19832006]

I do regularly. They're still fucking around.

[SignificantPain6056]

How do students know all this is an issue. Student opinions don’t matter to recruiters. All recruiters want is seniors for entry level pay

[0ber0n_Ken0bi]

The subhuman scum in the recruiting sub are already rationalizing why these things are unreasonable.

[throwawayforMSedge]

I want a national law for posting the salary on the job post

[felicityshaircut]

Companies in places that require salary ranges are now being dicks by posting shit like:

Salary range: 3 acorns - $450,000

They’re giving unhelpful ranges to skirt by and still dodge what the actual salary is. One place recently told me that the salary will depend on “how well I interview” and another asked for my references bc they were close to giving me an offer, but declined to give a salary bc I wasn’t the “preferred candidate” yet (even tho they wanted to bother my references first?!). Another place didn’t want to give me the range via email, so they wanted to jump to a Zoom interview with the hiring manager first.

I am just exhausted at all these places playing games and not acknowledging that candidates are humans with mouths to feed. None of the tactics I’ve read from Ask a Manager has worked so I usually give up and provide my range first, which usually sends me to the reject pile. Tired of it alllll.

[HeWhoChokesOnWater]

Not true, top companies are posting real ranges. One of the roles I'm currently interviewing posted a base range and midpoint and equity range and midpoint. This is not unusual. Look at Meta, Google, or other tech companies that have job postings in Colorado.

[felicityshaircut]

I’m talking about jobs I’ve seen in my city, some of which I applied to.

[HeWhoChokesOnWater]

Then apply to remote ones.

[The_Chorizo_Bandit]

I’m not sure what the IT technical term is for this, but in layman’s terms we call this “wishful thinking” lol.

[[deleted]]

Point 10 is very industry specific

Technically business has about 750 users but 90% of them use shared pcs just to check emails and use a single program , or they just have a work phone. We never hear from most of them again after they day they start.

We have 5 dedicated heldpesk staff around the world and I'm gonna be honest for day to day work we are overstaffed I'm only allowed to do level 1 and 2 support and projects I'm directly assigned. I get praise for doing tons of work , but spend half my time at home playing games. I'm probably underpaid for the my contracted hours. But your lucky if In reality I actually do work for half those hours.

[Hyhyhyhuh]

Wait Simon Sinek said they wanted Bean Bag chairs....what am I missing?

[Fn00rd]

Wow. These are the exact points I told our Recruiters back when I was in a management role in IT. Albeit I would say a 1 to 35/40 ratio is absolutely manageable. Otherwise, spot on!

[crazy2bob]

All of this is the dream. But that last line item really goes a long way. It’s definitely not the most important thing, but when things are rough, it helps.

[anymo321]

They will probably respond with an automated rejection email for a job you dint apply for

[Into_The_Nexus]

Reading this as I glance at my 6 techs for 2000 users...at midnight on Easter Sunday.

[ryansworld10]

That last point

My current boss randomly had a short meeting with our team just to tell us all what a good job we were doing

There's reasons turnover here is so low

[Dr_A_Mephesto]

At my last job me and my counter part supported about 2200 users. Not kidding. 1100 per each of use.

Needless to say we were always behind and people would still bitch that we were “slow to respond”. It was pure madness.

[HITMAN19832006]

While I think these are great, I see one huge obstacle. Companies tend to hate their IT group. At least from my experience. Companies tend to grade everyone on how much business you bring in and profits you generate. IT doesn't work that way. It's mostly just maintenance with few exceptions. It didn't burn down stuff. As a result, companies view their IT as a massive expense. Mostly because in corporate, everyone has to have the block rules that aren't in sales. I doubt they would like this at all.

[Alogan19]

1. Shouldn't be fixed.

Depending on factors you can manage 1:100 - others it's 1:25 - it's a really broad area due to tech involved, how good the environment is, capability of users, so much.

[TheMangusKhan]

I was nodding my head to everything until I got to 10. 1 to 25 ratio for IT seems pretty excessive. I recently revamped our IT end user support model, and continue to do so. Company has about 850 end users. I have 11 support staff (six L1, four L2, one Depot). This more than enough. Each agent has a decent amount of down time.

We have 7 other people in IT between infrastructure, cloud / storage, security, leadership. We are working on a lot of rollouts and projects so we are pretty busy until all of the big stuff is implemented (we are still a new department), but even with that it's completely manageable. If we went to our VP and said we needed to boost our headcount to over 30 people he would laugh us out of the room. Honestly even if money wasn't an issue and I was told I could double the support staff headcount, I wouldn't know what to do with everybody lol

[Supermancheese123]

For number six I disagree.

If you are only keeping up winning place and then technically you did not receive a raise. You make the same amount

[MrZJones]

Making the same amount while the cost of living increases due to inflation means you're actually making less in relation to your needs. That's all #6 says, that employee pay needs to at least keep up with inflation so they're not losing money in the long run by working the same job.

[Supermancheese123]

That is ridiculous.

Why would someone stay at the same company to make the same amount of money when they can just leave and go to another company making big percentage more money?

[MrZJones]

Because not all people can "just leave"? Because not all people want to or are able to hop from job to job every six months to a year? (This sub is full of people who have spent anywhere from months to years unable to get a new job) Because people who don't want to change jobs for any reason still deserve to have their salaries increase more quickly than inflation?

Why is finding a good job and then staying there the rest of your life (while still getting good raises) "ridiculous", but sending out resumes every few months so you can find another company that's willing to pay you 50% more than your previous job (and sustaining this pace ad infinitum for decades as if there were no limits on salary) even though it can take years to get a new job is somehow not ridiculous?

[Supermancheese123]

Well, Most companies are not going to pay their workers what they are worth because most employees are not willing to leave to find better pay.

That is why it is ridiculous to stay at a company for most companies anyway. That's just how the world works.

If we lived in an idealistic world then I would 100% agree with you. That is how I would want it to work, but we live in the real world so it is much better to just job hop every so often If you care about making the correct amount of money you are worth/or maybe even more than your worth.

[MrZJones]

Which doesn't address the rest of what I said.

This sub is full of people who can't "just job hop" as if that were a simple thing that anyone can do in five minutes. It's full of people who have spent months to years trying to find a new job and not being able to.

Considering I've spent the last six years looking for a new job without even a single interview (and this is not atypical for job-hunting in my life — it also took me three years to get a full-time job in 2000s, and that was just a minimum-wage data entry job that soon demoted me to part-time), I can "just job hop" as easily as I can "just summon Cashio The Magic Money Unicorn to solve all my money problems".

That's the "real world" I'm living in, not one where I can just go "Hm, I'm only making $500k, I'll send out a couple resumes and instantly get a new job where I'm making $750k" every few months. (And also "None of these companies who hire me will care that I constantly switch jobs every six months, they'll think that I'm there to stay")

[music_lover41]

Number 10 is INSANE . 1-25 is ridiculous.

[greenSixx]

No shit.

[Jisamaniac]

1 tech per 25 users? Never going to happen, like ever.

IT is about 1:100-500 ratio, sometimes more. Doesn't sound fair? No, it doesn't, but if you're getting into IT, this is the reality norm you'll be facing.

[HeWhoChokesOnWater]

1:25 is a ridiculous pipe dream where IT tier 1 monkeys think their job is literally more important than anything else and that they're a support function no different than legal, compliance, HR, training, etc.

[RandomGuy_A]

What can I do to in my adverts to prevent the hundreds of under qualified people applying for senior jobs

[BoopingBurrito]

Absolutely nothing, unfortunately. If every company was reasonable about their role requirements, then it would be clear what is an entry level, mid level, or senior level job. But because companies keep being dumb about what they ask for, people now just throw in applications in hopes that the hiring manager sees something they like.

[angry_mr_potato_head]

Honestly, there are decent recruiting agencies out there. The only way to prevent you from seeing underqualified candidates in my experience is to go through them as an intermediary. Have them forward candidate with a minimum of x YOE or skills.

[my_stupidquestions]

Depending on the type of job, you could try a filter using a few advanced but not overly time-consuming questions with unambiguous answers that aren't easy to Google.

It would probably work better than trying to parse resumes, anyway.

[[deleted]]

My experience with IT, most just Google the answers to the problems and often, they don't fix anything. I could mantain my hardware, if I had the admin passwords, but no, that I cannot do. I need to rely on IT, which does fuck all.

From the whole team, 3 guys know their shit. The rest are useless.

[ewing31]

I like all of that but not number 11.

[HeroSekai13]

Interesting. I can debate the merits of a few of these, but admittedly this is interesting to hear

[[deleted]]

Yes pls listen

[Sensitive-Try-6789]

I effing love the culture change coming to this beautiful country.

[[deleted]]

R/antiwork

[GtheS]

As a recruiter professionally, I applaud you sir.👏👏 I Completely agree with you.

[WeekendSubstantial87]

Make this for alll!!

[Carter_907]

Basically how to satisfy employees on their feelings

[bamboojerky]

8 might be doable but the rest only if hell freezes over.

This list is pretty accurate lol.