Task Force Talent’s Post

Let’s be honest: no one likes generic “Hello XYZ” emails from recruiters. You already know this email has been sent to thousands of applicants besides yourself. It gives you that horrible feeling of being a cog in the HR wheel.~ This is why personalization is not just a good to have when reaching out. It can be essential to attract good talent in tech recruitment. A focused email will catch a candidate's eye instead of getting lost in their inbox. But how can this be done effectively and at scale? This is where Prog.AI can help! Our proprietary tool harnesses data to craft messages that will resonate with candidates. - Insights from GitHub projects: Data-driven information can help you personalize your email outreach. We can help you highlight the candidates’ projects and contributions that align with the role. - Automation: Tailored messages can be automated at scale from one of our email integrations, increasing your outreach and response rate. Interested in seeing the difference? Start your free trial at Prog.AI today 👇

Attached is my resume for the position of Software Developer. Is this what you write when you have to email your resume to a recruiter? Recruiters are busy people. This is just a one liner that does not add much value. When you are attaching your resume on an email for sending it to a recruiter then please mention why you are a RIGHT FIT for the job on the email body. You look not only naive by writing one liner but would also miss out on correct opportunities if a recruiter overlooks the email as it is just a regular one. Have you written such one liner emails? Please let me know in the comments below. Your next steps for corporate readiness ---> Only if you are SERIOUS about revamping your career, then send an email to madhurima.das@alstonialearnoville.com for setting up a video call to know if you qualify for the Career Transformation Program.

In 2024, don’t waste time with companies that aren’t going to hire you. What do I mean? Some companies don’t hire for your role. Start focusing on those that do. Here’s how: ____ 1. Type in your target role using a boolean string to capture at least 3-4 variations: Example: ("security engineer" OR "information security engineer" OR "network security engineer" OR "IT security engineer") 2. Filter by people. 3. Filter by your location (start with city and work your way out if necessary). 4. This produces a list of people who work in your target role and who live nearby (I'm doing this because a lot of jobs are hybrid/onsite. You're also more likely to get hired by a local company). 5. Spend 20-30 minutes scrolling through profiles while making note of company names. 6. Pick 10-20 companies to focus on. 7. Now type in your boolean string again: ("security engineer" OR "information security engineer" OR "network security engineer" OR "IT security engineer") 8. Filter by jobs. 9. Add the 10-20 company names you picked previously. 10. Set up a job alert for this search. See what I did there? I found companies that I know hire for my target role and that hire in my area. Then I set up a job alert so I don't miss an opportunity. Give it a try.

This is how you use Linkedin as a tool.

I Love this, This approach can be incredibly helpful in streamlining your job search and ensuring that you are investing your time and effort in companies that are more likely to hire you for your desired role. By using a boolean string to capture multiple variations of your target role, you can effectively filter and narrow down your search results. Additionally, filtering by people and location allows you to identify individuals who work in your desired role and live nearby, which can be beneficial for hybrid or onsite job opportunities. By spending time scrolling through profiles and noting down company names, you can create a focused list of 10-20 companies to prioritize in your job search. This helps you to further refine your search by typing in the boolean string again and filtering by jobs, including the company names you have selected. Setting up a job alert for this search ensures that you stay updated on relevant job opportunities and don't miss out on any potential opportunities. Overall, this method allows you to identify companies that actively hire for your target role and are located in your area. It saves you time by directing your efforts!

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I'm exhausted from dealing with scams. They send emails that seem promising, but they use fake company email addresses to trick people. Since I started my job hunt, I've received emails from: - sandcloudhiring.com - roy@primatechcareers.com - employee@sandcloudhiring.com - orchardsoftcareers.com - stephen@careers-nomadgcs.com - steven@resource-innovations-careers.com - and others that I don't remember, but they are out there. All of these are fake emails. They try to mimic real company addresses by adding terms like 'careers' or 'hiring,' making it seem like they want to hire us. However, they're likely scams. Please, if you've had similar experiences, report them to the companies and take action to stop these scams.

Maybe you're paying for software or professional services to craft your resumes and apply to job openings. Otherwise, how do you explain hundreds of applications flooding in within an hour of a job posting? Resumes are sifted through by software known as ATS, likely only searching for keywords out of context. This software then generates an automated email response regarding your candidacy before a recruiter has the chance to review it and assess your true potential. As software engineers, we used to create tools; now, we've become subjects in an experiment testing their effectiveness. Who carries the responsibility or assesses their value? We find ourselves back to square one, needing to connect in person because the software doesn't work for us; instead, we work for the software.

Software engineering recruitment needs to change. EDIT - People seem to be missing the point of this post, focussing more on the arbitrary examples of metrics / value delivery that I threw into the message for context. I'm not denying whether or not engineers have access to business financial data. I'm not denying that engineers will have different levels of experience and can't all have "I saved £40k through some project" on their CV. I'm saying shotgun LinkedIn posts and DMs containing the half-baked "I have the best candidate going, contact me for more information" is a sure way to find me (and likely a majority of other hiring managers) skipping past. If you want to grab the attention, market the individual for what they are worth - something a bit more than just a tech stack, something with a bit of context and gravitas. Now for the actual post... ----- Unsurprisingly I have a lot of recruiters in my network, so the occasional post in my feed or inbox is about the latest candidate that they have on their books. So after my morning skim of LinkedIn, it got me thinking about how recruitment needs to up its game somehow. Don't get me wrong, I know that recruiters have a difficult job sourcing and placing candidates, but simply stating that you have the 'hottest' candidate who works with the tech stack I expect them to doesn't cut the mustard. As a hiring manager I want to know why a candidate is the "hottest" vs the other 20-30 that get presented to me. Personally I would much prefer a short breakdown of a candidate's profile that lists things like: - Highlighting key achievements to show what they've accomplished (e.g. architected and developed internal tooling that reduced process 'x' by 30%, saving the business £40,000 p/a) - How they've applied their technical skills on real-world projects, not just listing the stack they use (e.g. led a team of seasoned engineers through a cloud platform migration from on-premise hosting into a serverless architecture in AWS, utilising Lambda, SNS, SQS and EventBridge) - Salary expectations Some might argue this is just what their CV is for, but I wouldn't be looking for the full profile at that stage. A few points to give a standout reason to consider them amongst the plethora of others would be nice. Maybe I'm just moaning over nothing because my coffee hasn't kicked in yet. Thoughts? #recruitment #softwaredevelopment #softwareengineering

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