Many of the coolest companies in the world have not been able to talk to many advanced problem solvers because of their recruiting systems. Companies like databricks are not able to speak to me because the recruiters aren’t prepared to discuss the salary immediately, and my time is in high demand. MY experiences with recruiters not speaking about salary have always been a large waste of time, and I find better leads come from people google searching the words “tableau consulting.” Here I set the price..
I’ve created a FILTERING or a set of minimum requirements to avoid speaking to recruiters who do not have a salary in mind because my belief is this will be a waste of my time. It always is a waste of my time, so why would this be any different?
Before I begin, I will clearly state I look forward to future of learning more about databricks, I love learning and it’s what I enjoy doing in my free time.
“No salary range?” Isn’t this is illegal in Colorado? Yes.
Companies know people want to hear the salary…
So why are companies still trying to do this to experts?
Experts being contacted each day via automation, experts who are logical thinkers and will set a minimum requirement before entering a meeting. Experts who need to filter out recruiters, not your fault, rather this is just the way things are right now and because we are getting contacted more than ever and each year this number grows.
In my opinion, you need to be…
A. understanding
OR….
B. flexible.
If I was to make up a reason without googling to understand more, I think it’s illegal to post job opportunities without a salary because they want to crack down on companies like Databricks, whom can’t move a candidate forward because they can’t talk about salary before multiple meetings. Imo, they want to crack down on companies wasting peoples time. They want to crack down on companies gaining free training for their employees by being “strategic” about when they spill the popcorn.
IMO, spill the popcorn before we get into the theater or we will go to a better theater.
My message to companies like #Databricks. Evolve your legacy recruiting systems.
Empirical observation; As I return from vacation I want to say 3 to 10 job leads per day is insane to manage, humbling and Databricks is the biggest outlier.
Databricks is the biggest outlier because they are the most honest about not having a salary range in mind, the biggest brand doing this right now in my list, and they are open about needing to have many meetings for me to hear more. Considering I have the luxury of choice, I choose to tell them “i’m not interested” quickly.
My intentions; I’m writing this article because I believe it will help more people make smarter recruiting decisions, it will help people access more great jobs/companies, and I hope it will increase anyones brand awareness as a business looking to be competitive.
Also, let me give you empirical observations after creating many recruiting apps for a recruiting software company, and I’ll be as direct.
Step 1; Start with the salary range or hourly rate.
Repeat after me. Tell them the salary or they will think you’re trying to work them for free. Not a lot of the magician level experts are going to have the time to get into meetings to discuss things just to be told they aren’t a fit because their salary requirements don’t match your requirements. Obviously you want to avoid this step but you can’t if you’re not leading with the salary range/rates.
I know that sounds crazy, but my feeling is you’re not asking people who opt out of the process, no one followed up, and chances are you’re not talking to people who opted out as a part of getting better.
In my experiences, I found most companies avoid looking at the people who don’t fit because that saves time on the analytics analysis, your dashboards literally move faster when you remove the data that you don’t care about.
So from an analytics perspective, I find recruiting teams are focusing on filling the voids VS why they didn’t fill the void. This is simply saying “positive analytics” is easier to analyze and positive analytics is easier to manage. Negative analytics requires a different level of analysis, user experience discussions, difficult decision making, admitting you’re wrong because you’re looking at the BAD data and at the very end, surveying humans to find out what’s wrong.
This can be a challenge for recruiting teams because it’s not easy analytics and the recruiters often don’t know SQL or they’d be making more money writing SQL. (I’m sure I’m wrong in small percentages, that’s fair.)
Making someone wait to understand the salary range doesn’t work.
I learned that you’re missing out on some of the best engineers in the world. I know because I talk to them all the time, and collectively do not have time for your legacy process. People who do are not in demand. This is economics, supply and demand. (Am I wrong?)
I can appreciate your “OLD LEGACY STYLE” of hiring, but as algorithms continue to consume our unstructured profile text we are being bombarded with BETTER opportunities each day, via automation…
We will continue to focus on job opportunities that are logical. Don’t miss out on hiring in demand gurus!
I can appreciate keeping it classic, I’m a big fan of #SQL and I love keeping it classic. You’d think being databricks (new edge data stuff) you’d improve your hiring process and try to improve the way things work, and focus on making things more logical, easier to adopt. Etc.
Or, at least be willing to be flexible, to accommodate people like myself.
IMO, I feel many companies are missing out on a huge opportunity to communicate with a BIGGER range of talented experts by being flexible to the current high demand for our free time, which will always go the path of least resistance.
Each time you make this mistake, not telling them pay, you will lower the chances of hiring this person immediately, and for the rest of their professional career and the chances of them suggesting your technology disappeared with the first paragraph you sent…
My hope is your executives read this information, your digital marketing team doesn’t ignore, and you make a positive change.
A lot of us want to learn new tech, your tech included, but we don’t want to waste our time.
Example; We don’t want to waste time with bad recruiting processes that favor you more than us.
A note; I can appreciate if you had a better experience or enjoy old recruiting processes but I can honestly say I don’t have time or patience to pretend this is working for your business or for the future of your new hires.
If anything it defines a process that I feel is dated and not functional for advanced solutions consultants who are burned out with the way things work.
Good luck to all of you, and to databricks, I believe in your company, but I do not believe in your hiring process. Excuse typos, I was never aiming to be a good writer, and rather my focus is solving problems and offering my time to give new perspectives to todays modern business problems, data related and beyond.
Author; tyler garrett, founder of dev3lop.com (tech services) and canopys.io (open-source software).
Images; via pexels.