Ignitive IT Solutions’ Post

❓ Are Automated Recruitment Systems Failing Job Seekers? The recent incident at a US-based tech company raises an alarming question: "Are automated recruitment systems (ATS) doing more harm than good?" ✏️ Let’s a breakdown of the issues at hand: 📌 Flawed Algorithms: An ATS mistakenly filtered for AngularJS instead of Angular, causing qualified candidates, including a manager, to be rejected. 📌 Loss of Trust: Candidates are increasingly skeptical about ATS compatibility, believing their applications may be overlooked due to arbitrary filters. 📌 Need for Human Oversight: This incident highlights the necessity for hiring managers to personally review applications to prevent qualified candidates from being dismissed. 📌 Emotional Impact on Job Seekers: Constant automatic rejections can lead to feelings of inadequacy and frustration among talented individuals. The reliance on flawed automated systems can erode trust in the hiring process. 👌 It’s essential for organizations to balance technology with human insight to create a fair recruitment environment. What are your thoughts on ATS systems? Have you faced similar challenges in your job search? Share your experiences below! #JobSeekers #Recruitment #ATS #Hiring #CareerAdvice #HumanResources #JobSearch #TechIndustry

🔥 A tech lead's own CV got rejected by the company's ATS. And few on the HR team got fired 🔥 Yes, you read that right! A tech lead, frustrated by months of zero progress on hiring, decided to test the company's ATS ( Applicant Tracking Systems) himself. He submitted a modified version of his CV under a fake name, and guess what? ❌ Auto-rejected. Not by a human— but by the ATS 🤖 What he uncovered was a complete disaster. The ATS had been set to filter for developers with expertise in AngularJS, an outdated web framework. But the real job required Angular developers, a completely different skill. For months, the HR team had been unknowingly rejecting every qualified candidate—without even looking at their CVs. 📄 And the HR team kept reporting that there just weren’t any good candidates. ⏳ It cost the company months of wasted time and delayed projects. On reporting the issue to upper management, several members of the HR team were let go. Here’s the kicker: If you’re relying solely on ATS systems, you could be missing out on big opportunities. 💼 It’s applicable to both sides of the table: - Job seekers: Network with the right people to get your CV directly in front of hiring managers/team. 💡 - Hiring managers: Build relationships with junior people in your industry to create a pipeline of strong candidates—and help them connect with your network for referrals. 🌱 🚀 Don't let an algorithm decide your future. #careertip #networking

📰 Saw an article / reddit post about a company that just fired half their recruiters due to an error in their auto-filtering via their ATS. It really angered me, so won't post a link to it. #TLDR; A company was struggling to find candidates to interview, so a manager submitted their own resume with a different name to test the process. The company's ATS auto-rejected the application because it filtered for AngularJS instead of Angular. After discovering this error, the company fired half of the HR team. My take, fwiw ➡️ We shouldn't expect recruiters to know the difference between Angular and AngularJS ➡️ They should look at the system, hiring manager included, that allowed this to happen? ❓ Are managers not being explicit in what to screen for? Should managers be actively doing outreach for hiring? Should the recruiting team be using the ATS's auto-filtering? Why do they need to use the auto-filtering? Does the recruiting team have the right resourcing? Systems in place? There are a million things to look at, and I do not know the exact details, but from a distance, firing them for 'being lazy' is reactive This article really bothered me, especially for the lack of empathy towards recruiters and an non-acknowledgement of the greater problem. A good company, in my opinion, would do a post-mortem, identify what in their systems/processes allowed for this to happen, and made changes. And, lead with more empathy. Recruiters are there to help hiring managers get the best talent. Hiring managers should see them as a valuable partner, and treat them like humans instead of complaining. I'd be interested to see a post in 6 months to see what has changed by firing half of recruiting.

Developers -> Gauging your interest on some cool features I'm building: 👇 I'm building a remote job aggregator that grabs jobs from Indeed, WWR, AngelList, etc. With the aggregator I can do job insights into: -what roles companies commonly hire for at what pay range -what skills are in highest demand -etc Then I can also create a feature to export your resumes for specific jobs dynamically. I personally need this, so I assume some of you would be interested in those features? Give me a like if it seems like something you'd like. #developer #jobs #resume #aggregation #insights #indemandskills

𝟱 𝗧𝗵𝗶𝗻𝗴𝘀 𝗚𝗼𝗼𝗱 𝗧𝗲𝗰𝗵 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝗗𝗼 (𝗙𝗿𝗼𝗺 𝗮 𝗦𝗼𝗳𝘁𝘄𝗮𝗿𝗲 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿'𝘀 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲) Over the years, I’ve had the pleasure of working with some exceptional recruiters. Here’s what sets them apart: 𝗧𝗵𝗲𝘆 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘁𝗵𝗲 𝗥𝗼𝗹𝗲 𝗮𝗻𝗱 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝗶𝗲𝘀 Great recruiters know which technologies a role requires and which ones are "nice to haves". They also understand that Java and JavaScript are different languages 😃 𝗧𝗵𝗲𝘆 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗗𝗲𝘁𝗮𝗶𝗹𝗲𝗱 𝗝𝗼𝗯 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻𝘀 A well-written job description shows respect for your time. Job descriptions should ideally share with candidates most of the important details about the company, team, project goals, tech stack, and employment type (permanent or contract). 𝗧𝗵𝗲𝘆 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝘁𝗹𝘆 The best recruiters keep you informed at every stage, providing honest feedback and updates, even if the news isn’t what you hoped for. They're also upfront about salary ranges and working arrangements (on-site, hybrid, or remote). 𝗧𝗵𝗲𝘆 𝗥𝗲𝘀𝗽𝗲𝗰𝘁 𝗬𝗼𝘂𝗿 𝗧𝗶𝗺𝗲 They are flexible at scheduling interviews and calls at times that are convenient for you. They also streamline the process to avoid unnecessary steps. 𝗧𝗵𝗲𝘆 𝗔𝗱𝘃𝗼𝗰𝗮𝘁𝗲 𝗳𝗼𝗿 𝗬𝗼𝘂 Good recruiters highlight your strengths to potential employers and help you negotiate for the best possible offer. 𝗖𝗼𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 Good recruiters are rare gems in the tech industry, and when you find one, it’s worth building a strong relationship. Here are 5 of the best recruiters I've worked with in my 5 years as a software engineer: US: 1. Charlie B. 2. Rima Oliver 3. J.J. Brizendine Overseas 1. Hong Ho (Hootee) 2. Kendra Ngo Who is the best recruiter you've had the chance to work with?

When Even the Boss Gets Rejected: A Wake-Up Call for Recruiters A frustrated manager recently tested his company’s ATS by submitting his resume under a fake name—and got auto-rejected in seconds. The culprit? Outdated filters in the ATS, which rejected candidates for lacking a discontinued skill (AngularJS instead of Angular). This incident serves as a crucial reminder: Automated systems can streamline processes but also miss great talent. Recruiters, keep your tech updated and remember—nothing replaces human judgment. For Recruiters: Regularly audit your ATS criteria. Don't let outdated filters cost you top talent. Balance automation with human insight. Have you seen tech fail in recruitment? Share your thoughts below! #recruiters #linkedin #jobs #ats

Niche Expert vs Recruitment Generalist Most Agency Recruiters will be faced with this choice at one point or another, often early in their career There's a theory I hear regularly in favour of the Generalist more roles = more chance to make placements = more money Is this true❓❓ In theory it makes sense, but in my opinion, it's only a short-term advantage The biggest drawback of being a generalist is "speed-to-market" Eg. New Java Developer Contract role comes in, 4 Agencies on it Scenario 1: Tech Recruitment Generalist hasn't worked a Java Dev Contract role in 6 months, has no real network bar 3 Devs they talked to 6 months ago and the few they added on Linkedin. Takes them 3-4 days to send 2 Java Dev Contractors to the role Scenario 2: Java Contract Recruiter gets same job on, knows 2 candidates within pay rate that they cover off immediately and send to role within 2 hours, quick reach out to others in network and another 2 candidates are sent by end of day. JOB DONE, onto the next role Granted, this is only one scenario and I'm sure Recruiters can point to other instances where the Generalist may come out on top, but rarely, if ever, will it be on 'speed-to-market' What do Clients value from an Agency❓❓ 👉 Quality candidates delivered in a timely manner What do Agencies look for when hiring a Recruiter❓❓ 👉 Niche expertise and a local network. Many recruiters are scared to develop a niche, it can be daunting. A Junior Recruiter will naturally want to work every role that comes into their company This doesn't really help you out long-term though. Niche Recruiters tend to be the biggest billers 💰💰 #careersinrecruitment #rec2rec #rectorec #r2r

Excellent list of recruitment predictions for 2024! It's great to see skills-first hiring on there. Hopefully, more companies will focus on skills instead of credentials when hiring developers. This would open up opportunities for so many talented developers worldwide. Skills-first hiring is a core feature of the Frontend Mentor Hiring platform!

Knock Knock... IT recruiters... ·      Remember, it's not just about knowing the difference between Java and JavaScript; it's about being able to talk with developers without accidentally summoning the IT demons. ·      Think of yourself as the Cupid of the tech world, but instead of arrows, you're shooting out LinkedIn invites and networking emails. ·      The IT industry moves faster than a cat chasing a laser pointer. Stay updated with the latest trends, or risk being as obsolete as a floppy disk in a cloud storage world. ·      Master the art of explaining tech jargon to your grandma. If she can understand what you're saying, you're golden. ·      It's like playing detective, but instead of solving crimes, you're trying to figure out if someone actually knows what they're talking about or if they're just bluffing their way through the interview. ·      Think of your candidate pool like a box of chocolates – it's more interesting with a variety of flavors. Embrace diversity and inclusion, because let's face it, a team of clones would be pretty boring. ·      ATS, job boards, sourcing platforms... it's like being a superhero with a utility belt full of gadgets. So master the recruitment tools. ·      Chaos may be the natural state of the universe, but your recruitment process doesn't have to reflect that, so stay organized. ·      Find yourself someone who knows their way around the IT recruitment galaxy to guide you. Remember, every rejection is just one step closer to finding the perfect candidate... or at least someone who can spell "JavaScript" correctly on their resume. Keep your chin up and your humor intact – you'll need both in this wild world of recruitment!

#java Hiring Java developers through a recruitment agency can bring several advantages to your hiring process: Expertise in Technology: Recruitment agencies often #specialise in specific industries or technologies. A dedicated IT recruitment agency will have an in depth understanding of Java development, ensuring they can identify and evaluate the right candidates for your needs. Access to a Talent Pool: Agencies maintain extensive #networks and databases of qualified candidates. This allows them to tap into a broader talent pool, including passive candidates who may not be actively looking for new opportunities but possess the desired skill set. Time and Resource Efficiency: Recruitment agencies can significantly reduce the time and resources spent on the hiring process. They handle tasks such as sourcing, screening, and shortlisting candidates, allowing your internal team to #focus on core business activities. Mitigation of Hiring Risks: Agencies often have expertise in candidate assessment, helping to mitigate the risks associated with making a wrong hire. They can conduct thorough interviews, #skill assessments, and reference checks to ensure the candidates' qualifications and cultural fit. Going through a recruitment agency to hire Java developers can be a strategic decision which enhances the efficiency and effectiveness of your recruitment process, ultimately leading to the acquisition of top-tier talent. #Recruitment #JavaDevelopers #TechTalent