It amazes me how people have specific job titles that they hold on to, especially in IT. For instance they are a Systems Architect, or a .Net Software Developer, or maybe a Project Manager specialising in AWS projects. When out of work they search for jobs using these exact titles.
Who needs a ,Net Software Developer within my area, or remote, paying what I’m asking?
As the markets get worse and roles are thin on the ground and you are competing with hundreds of other applicants for the same roles, they still don’t bend, they remain inflexible, only looking for their particular job title.
In the past we would look for work by seeing who needed help and with what. Did you have the skills to do what was required, and is the pay being offered worth the effort? If the answer to both was yes then you’d apply. The job title didn’t matter. You could figure that out later, as long as you paid me what we both agree I’m worth.
Find someone with a problem that you can solve willing to pay you what you are asking and you have employment. Simple. Yet somehow we seem to have forgotten this basic rule and when finding ourselves out of work we look for job titles not needs. Which companies have a problem that you can help them solve? Forget how they are trying to solve it by advertising for various roles. Look at the bigger picture and see if your skills and experience can help them.
As an example from my own career, I was once asked to meet with a particular client that was advertising for a tester. Several agencies had sent them testers and every one was rejected. One agency asked me if I’d go along and meet with them to find out what was going on. They were based in Cambridge so I took the train figuring out that I could do some shopping and visit a few public houses while I was there. After the usual formalities my very first question was: What are you looking for? It turns out that no one had actually asked them this. They told me that their main software provider issued them with an ultimatum: either fix your system or we will no longer support it. Over the years they had created Frankenstein’s monster. It was a mess of patches and hacks and upgrading it took too long and hit their SLAs hard. They had been told that they should hire a tester and that was what they were attempting. What they actually needed was a consultant to come in and figure things out, not a tester who needs direction and control at the hands of a test manager, which was the type of candidate they were being sent.
Over the course of our meeting I outlined a brief plan for them covering what they needed in terms of skills and experience. I was hired as the consultant overseeing the work.
Look beyond roles. Look at what the company or client actually needs and don’t worry about job titles. You can figure what to call yourself later.
Tag: recruitment
Online job hunting in 2024
Looking for work online, especially in the IT industry is pretty brutal in 2024. Assuming you do find roles that match your criteria, over 100 applicants have probably already applied. Using tried and tested techniques you tailor your CV and cover letter to the job description in the hope of moving to the front of the pile. Fingers crossed!
You hear nothing.
LinkedIn will usually provide information on the agent advertising the role along the lines of “This person generally responds within X number of days”. Yet they never do. You hear nothing despite all the time you took to research the role and craft your application.
It’s not rudeness, it’s a combination of inefficiency, a lack of automation, and unprofessionalism. Don’t take it personally. Assuming the job is real (more on that later) chances are that there were too many applicants and the agent did not have enough time to respond to all. Automation would help here, but not many agents use it, or use it well. Then there’s the unprofessionalism. A lot of agents are young, college graduates, or fell into the role after their intended career path didn’t lead them where they wanted. Recruitment is not their passion. Don’t bother remembering their names, next month they’ll be doing something else. The recruitment sector has a high turnover rate. Combined with mad incentive schemes and recruitment targets it’s all just a fast-paced game that many fail, and you, unfortunately, are just a pawn on the board.
Then there’s the jobs that don’t exist. Or might, possibly, in the future. Some recruiters like to predict market trends and monitor local news to guess who may be hiring and what kind of jobs. So they create fake job profiles to bring in candidates so that they are ready to go should the roles actually materialise. Most don’t and your data has now been harvested into a recruiter database.
You did read the terms right?
Chances are they may put you forward for roles without your permission just to prevent other recruiters from doing the same. It may be worth requesting your data be removed from recruiters that have not successfully sourced you a role. They may even sell your data on. Or if they are swallowed up by a bigger firm your data may be merged into another database that you did not consent to.
Between being ghosted, ignored, and harvested, you may become somewhat depressed. Don’t be. Its just a game and unfortunately in 2024 it’s brutal. But there are ways of taking back control, one of which is to become your own agent. One with a single candidate: you.
Look for potential employers or clients yourself. Tap your network for leads. Promote your candidate at every opportunity. Sell sell sell!
Go give it a try. You might find it fun. You’ll definitely learn what it’s like to be a recruiter, and about self promotion. Just don’t take being ignored, rejection, or being ghosted personally. It’s just a game.
See you in 2025!
Thank you for your application
“Thank you for your application”.
I hate that statement. Especially when received in an email informing you that you haven’t got the job, one that you did not actively apply for.
The job market is pretty dire at present. There are few jobs in IT, even less if you specialise. Finding the real jobs among all the fakes is even harder. What with CV harvesters and the recruitment agency incentive schemes designed to fill their databases with candidate data by lure of a maybe role.
What annoys me however is where you are headhunted, go through several rounds of interviews and testing, only to receive an email saying “Thank you for your application but..” followed by anything from we have decided to go in a different direction / hire a candidate with more relevant experience / changed our minds due to the current economy / etc etc.
I don’t really care about the reason why as they are usually made up anyway and never constructive. The phrase thank you for your application just irks me somewhat because I did not apply, I was approached. I was actively sought for the role. I was told I was the only candidate they were considering and I had calls with the team and the CTO. All wanted me to start immediately, they were just waiting on the paperwork to go through HR / the board / the CEO.
Then pow! An email:
Thank you for your application..
Time and Travel
When looking for work I look at the location and have to factor in the time to get there, and back, plus the cost of travelling.
If it’s not too far then I generally travel by car and factor in fuel, insurance, and parking. Further away and I look at trains, which in the UK are very expensive.
If the role is very far away and requires a long train journey, maybe with one or more changes, then I need to factor in both the cost of the tickets and my time spent travelling as this is lost time that must be compensated for. After all, employment is you selling your time to someone, including your time getting to and from the work.
What tends to happen IMO is that the company looking to hire you only factors in the salary as they assume the individual they hire will either live locally or pay to get there themselves. This is fine as long as the salary reflects this, which often it does not.
Companies want to hire from a larger pool of candidates but often do not want to pay the higher cost in bringing in someone from further afield. They either do not want a remote or hybrid worker, or wish to compensate for the commuting costs, either as expenses or within the salary.
Agents have gotten angry with me when I won’t entertain a role that is far away on the grounds that the rate being offered is too low after factoring in the commuting costs and lost time.
When recruiting from the wider market you need to consider both the costs in terms of time and travel.
With age comes experience
I’ve been thinking about experience vs age.
Whilst looking for work I find myself reading a great many job adverts, and I find it amusing that companies looking for skilled individuals will list a lot of desired skills with the minimum number of years experience against each one, followed by words such as ‘junior’ or ‘graduate-level’. In other words they want someone young and cheap, but they are not legally allowed to say that.
The problem is that in order to obtain these required skills and experience another dimension must be taken into consideration: time. You see, what generally happens as you acquire 5+ years in a given skill is that you age. And given that some skills are linear whereby you progress from one set of skills to another, you tend to age more.
So with age comes experience and the longer that you are in the game acquiring skills and experience the older you get. So if you want someone that is highly skilled with lots of experience, you have to accept the fact that they will not be young nor ‘junior’.
Thoughts on finding work
Understanding the recruitment process is crucial. Personally, I prefer to avoid the job sites if I can. In my experience, when a job is listed on these platforms, it often means the recruiter has been unable to find suitable candidates in their internal database. As a result, the position is advertised online, attracting a large pool of applicants.
The key is to discover potential opportunities before they hit the market. You can achieve this by leveraging your network or by identifying a select few recruitment agents who specialise in your sector. Maintaining regular communication with these agents is vital. Reach out to them weekly to remind them of your availability.
The goal is for your name to be the first one that comes to mind when their clients express a need for someone with your skill set.