外审 大修
If you’ve been a software engineer for some time, then you are probably familiar with how the technical recruiting process works. You no doubt get emails and LinkedIn messages on a weekly basis from recruiters touting the latest, hottest start-up working with the coolest bleeding-edge tech, disrupting the whatever-doesn’t-need-disrupting industry. Every recruiter loves your experience, your technical skills, and the projects you’ve worked on. They think you and the company they’re recruiting for are a match made in heaven and you are a godsend for the opening. If you agree to a quick phone call with them, they sound like your best friend and want to get you talking to the hiring manager as soon as possible. Everything seems to go well until the moment the company decides not to move forward, and then the recruiter seemingly disappears off the face of the planet and you wonder if he/she was a figment of your imagination this whole time.
如果您担任软件工程师已有一段时间，那么您可能已经熟悉技术招聘流程的工作原理。 毫无疑问，您每周都会从招聘人员那里收到电子邮件和LinkedIn消息，他们吹捧着最新，最热门的初创公司与最酷的尖端技术合作，从而扰乱了不需要扰乱整个行业的一切。 每个招聘人员都喜欢您的经验，您的技术技能以及您从事的项目。 他们认为您和他们所招募的公司是天造地设的一对，而您则是开幕的天赐之物。 如果您同意与他们快速打个电话，他们听起来像是您最好的朋友，并希望您尽快与招聘经理交谈。 在公司决定不前进之前，一切似乎都进行得很好，然后招聘者似乎从地球的表面上消失了，您想知道他/她是否一直是您想象力的虚构。
I get it. Recruiting is a numbers game and most, if not all, recruiting agencies only get paid for the candidates they place, and when candidates aren’t in the running anymore, there’s no point for recruiters to spend any more time on them. However, this kind of behavior is demoralizing, detrimental, and completely disrespectful to candidates. The more time I spend working as an engineer, the more I dislike the technical recruiting industry. This isn’t to say they’re all bad; I’ve definitely come across and still keep in touch with great recruiters, but they are definitely hard to come by nowadays. I don’t think it’s too much to ask for some respect and professionalism. Also, what’s the point in burning a bridge?
我知道了。 招聘是一场数字游戏，大多数(即使不是全部)招聘机构也只会为所安置的候选人获得报酬，而当候选人不再参加竞选时，招聘人员再也没有必要在他们身上花更多的时间了。 但是，这种行为令人沮丧，有害且完全不尊重候选人。 我花在工程师身上的时间越多，就越不喜欢技术招聘行业。 这并不是说它们都不好。 我确实遇到过并且仍然与优秀的招聘人员保持联系，但是现在绝对很难找到他们。 我认为要求别人尊重和敬业精神并不过分。 另外，烧桥有什么意义？
Here’s a little bit about myself. I’ve been a software engineer for over ten years and have spent most of my career in Southern California. I’ve worked in various industries and most recently left a position as an engineering manager from a Fortune 500 company. I’ve worked with back-end and front-end technologies, web and desktop applications, consumer and business facing software. Throughout my career, I’ve probably interacted with hundreds of recruiters in one form or another. Since the advent of LinkedIn, the number of messages from recruiters has only gone up, and I find myself turning down engagements on an almost daily basis.
这是关于我自己的一点。 我担任软件工程师已有十多年，在南加州度过了我的大部分职业生涯。 我曾在多个行业工作，最近离开了《财富》 500强公司担任工程经理。 我曾经使用过后端和前端技术，Web和桌面应用程序，面向消费者和面向企业的软件。 在我的整个职业生涯中，我可能已经以一种或另一种形式与数百名招聘人员进行了互动。 自从LinkedIn出现以来，招聘人员发出的信息数量只是增加了，我发现自己几乎每天都拒绝聘用。
Technical recruiting is not an easy job. Being an effective technical recruiter is not something every one can do and requires certain skills to be successful. Maybe that part is not well communicated or maybe recruiting agencies love targeting new grads on the promise of making big bucks for relatively little work. Skilled recruiters can make well over six figures just on commission alone, and those who are the cream of the crop or run their own agency can make a hefty sum, often more than senior developers. To be an effective technical recruiter, one must not only possess the soft skills of being a good communicator and people person, but have basic knowledge of the tech industry to know what to look for and how to properly screen candidates.
技术招聘并非易事。 成为一名有效的技术招聘人员并不是每个人都能做的，并且需要一定的技能才能成功。 也许这部分没有得到很好的交流，或者招聘公司喜欢针对新的毕业生，因为他们承诺以相对较少的工作赚大钱。 仅凭佣金，熟练的招聘人员就可以赚到超过6个数字，而那些精打细算的人或经营自己的代理公司的人则可以赚大钱，通常比高级开发人员要多。 要成为一名有效的技术招聘人员，不仅必须具备成为优秀沟通者和人的软技能，而且还必须具备技术行业的基本知识，才能知道要寻找什么以及如何正确筛选候选人。
Unfortunately, most recruiters I’ve come across do not have the technical knowledge to be screening for technical positions. Most of the time they are given a job description by the hiring company and the phone screen follows a very familiar formula: they sell you on how great the company is (most of the time a start-up you’ve never heard of), their short path to being profitable, how great of a culture they have, and how wonderful the founders are. Yeah, I get it; recruiters are like salespeople and they need to sound excited about the position, because if they’re not, then how can they find candidates who are? They ask you a bit about your current position and past experience, and 90% of the time, they’ll pass your information along to the hiring company to have a chat with either their recruiter or the hiring manager.
不幸的是，我遇到的大多数招聘人员都不具备筛选技术职位的技术知识。 多数情况下，招聘公司会为他们提供职位描述，电话屏幕会遵循一个非常熟悉的公式：他们向您出售公司的实力(大多数情况下您从未听说过一家初创公司)，他们实现盈利的捷径，他们拥有怎样的文化以及创始人多么出色。 是的，我明白了； 招聘人员就像推销员一样，他们需要对此职位感到兴奋，因为如果不是，那么他们如何找到合适的候选人呢？ 他们会问您一些有关您目前的职位和过去的经验，并且有90％的时间，他们会将您的信息传递给招聘公司，与他们的招聘人员或招聘经理进行聊天。
To date, I’ve worked at five different companies, and not one has been from a third-party recruiter. When I was starting off my career, I welcomed chatting with recruiters on a regular basis and was always willing to hear what they had to say. However, after noticing the same pattern and being treated with disrespect, I’m now at a point where I am completely jaded to the recruiting industry. There’s been countless times where a recruiter would contact me, walk me through the recruiting process, stay in communication over the course of a week or two, and when the hiring company decides to move onto other candidates, I never hear from that recruiter again, even when I try to follow-up and ask for more details. Sometimes it’s company policy not to divulge reasons why a candidate isn’t hired, but I believe most of the time recruiters just do not care. Most of them approach recruiting with a shotgun method: spam a bunch of people on LinkedIn with the same message and see who responds.
迄今为止，我已经在五家不同的公司工作，但没有一家来自第三方招聘公司。 当我开始我的职业生涯时，我欢迎定期与招聘人员聊天，并且总是乐于听到他们所说的话。 但是，在注意到了相同的模式并受到不尊重之后，我现在正处于完全厌倦招聘行业的地步。 曾经有无数次招聘者会与我联系，引导我完成招聘过程，在一两个星期的时间内保持沟通，而当招聘公司决定转移到其他应聘者时，我再也没有听到过该招聘者的消息，即使我尝试跟进并要求提供更多详细信息。 有时，公司政策是不透露不聘用候选人的原因，但我相信招聘人员大多数时候都不在乎。 他们中的大多数人都采用a弹枪方法招募人员：在LinkedIn上向一群人发送垃圾邮件，并发送相同的消息，然后查看谁做出回应。
If you’re a recruiter and you’ve read this far, or if you’re thinking about going into the industry, I have two takeaway points I’d like to share.
如果您是一名招聘人员，并且已经读了这篇文章，或者您正在考虑进入该行业，那么我想分享两个要点。
Treat candidates with respect. I know you interact with dozens of people on a daily basis and it can get tiring. I know that recruiting is a numbers game so it doesn’t make sense to spend time on someone who isn’t going to convert into a commission. However, it doesn’t make sense why you would cut off all communication just because someone isn’t fit for the role you’re currently filling. What if the following week there’s a different role and you need to consider that engineer? How does it benefit you to burn that bridge? Personally, if a recruiter cuts me off, I make sure to return the favor.
尊重候选人。 我知道您每天与数十个人互动，而且会很累。 我知道招聘是一场数字游戏，所以花时间陪伴那些不会转为提成的人是没有意义的。 但是，为什么仅仅因为某人不适合您当前要担任的职位而中断所有通信是没有道理的。 如果下周扮演不同的角色，而您需要考虑该工程师怎么办？ 烧掉那座桥有什么好处？ 就个人而言，如果招聘人员将我拒之门外，我一定会退还您的青睐。
Learn the tech. I’m not talking about picking up a programming language or being an expert in machine learning. It would make sense to know a little bit about the industry you’re recruiting for so the hiring process is effective for both the employer and candidate. You don’t need to know the details of how Javascript works or what version Node.js currently supports, but if you know a bit more about the tech you’re screening for, you’ll come off as someone who cares and knows what they’re talking about. Engineers (or any experts of their field) are extremely good at detecting BS. You’ll also make yourself look better by not looking for someone who has 10+ years of experience with Kubernetes in 2020.
学习技术。 我不是在谈论采用编程语言或成为机器学习专家。 稍微了解您正在招聘的行业是有道理的，因此招聘过程对雇主和候选人均有效。 您不需要了解Javascript的工作方式或Node.js当前支持的版本的详细信息，但是如果您对所选择的技术有更多了解，您将成为关心并知道什么的人他们在谈论。 工程师(或其领域的任何专家)都非常擅长检测BS。 通过不寻找到2020年在Kubernetes上拥有10年以上经验的人，您还可以使自己看起来更好。
I hope the technical recruiting industry can improve. The tech industry is only growing and that means there will be more demand for recruiters. I’ve come across a few great recruiters during my career, and I still keep in touch with them on a regular basis. If you’re treating recruiting like a impersonal numbers game, then you might be in the wrong career.
希望技术招聘行业能够有所改善。 科技行业只是在增长，这意味着对招聘人员的需求将会增加。 在我的职业生涯中，我遇到过一些优秀的招聘人员，但我仍会定期与他们保持联系。 如果您将招聘工作像非个人数字游戏一样对待，那么您可能会从事错误的职业。
翻译自: https://medium.com/@hbloom/the-technical-recruiting-process-is-broken-and-desperately-needs-an-overhaul-73a0ea2e1c5f
外审 大修
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