[usernam]

The barrier is lower for applying, but as many other posters saying, there is simply just interest in quick ROI and zero willingness to think long term.

I recruited for several years for my companies too. First thing I noticed, there is huge variability in CV for each country. When I receive a CV from an indian person (from India), I don't know if I should expect 100% lies or what, even from qualified seniors. On the other end, I could put my hand on coal if the same CV was written by most germans. Which is bad, because the CV or cover letter become essentially useless as a metric.

To reduce the number of applications we introduced simple tests to submit along with the CV. It does wonders, but I personally hate it. As a senior dev, I keep asking: would I apply to my current application? I have to answer that no, I wouldn't. I have plenty of public projects to investigate my abilities if needed, and I do expect some minimal amount in investment from both parties when hiring.

We also raised the requirements from applicants ridiculously, essentially expecting them to work on core features from tomorrow. Again, completely unrealistic. And again, by our own wording, I would be afraid to apply. We are definitely selecting over-confident candidates (or desperate).

And it's sadly also true that the industry has no apprentice jobs anymore, although there is plenty of need. There are some career paths where I would jump ships despite my lack of expertise to follow my interests. Starting from zero doesn't stop me, but there are simply no opportunities: junior jobs are not really junior anymore. They are simply paid less.

[RHSeeger]

> As a senior dev, I keep asking: would I apply to my current application? I have to answer that no, I wouldn't.

Looking at it from the other point of view, are you getting enough candidates that you are comfortable with via your current application? If so, the question becomes whether it would be enough of a benefit getting "you" (people like you) to apply to your current job... vs the cost of having that many more people to filter through.

Just like the code you deliver, the application process doesn't need to be perfect (because being perfect has a large cost associated). Instead, you have to weight the tradeoffs and pick the solutions that best match the resources you have available to the outcome you want. You need "good enough" (I hate that term, it sounds like "bad" to my ears, but it's literal meaning is correct here).

[usernam]

We're getting enough candidates, but many good ones are simply turned off at some point because the salary or position doesn't match the high expectations we implicitly set.

This, in turn, results in a process of exclusion during the process more than actual evaluation (which then begs the question: why put such high requirements?).

I'm pretty sure we're discarding individuals which are just too afraid or see themselves too conservatively. I'm not afraid to say that I ended up in my position by pure chance, and probably wouldn't pass the hiring method we currently use, despite being here for quite a long time.

[amorphid]

>> When I receive a CV from an indian person (from India), I don't know if I should expect 100% lies or what, even from qualified seniors.

Be careful about going there. Discrimination is illegal & unnecessary.

[alicorn]

I work in a company with a lot of staff from India (TCS consultants). I can confirm that some of them have a fairly flexible relationship with reality and facts, and it can be incredibly irritating at times. I agree that it is most likely a cultural thing: decorating / distorting facts to achieve goals is looked upon more favorably in some cultures than others, with all the moral hazard and distorted incentives that implies. It is, however, worth noting that not everyone from India I have met is like that or that one attitude or way of communicating is automatically better than another. Once one learns to parse the code, life gets considerably easier.

[clappski]

TCS supply L1/L2 internal support services where I work, and while the more senior members of the teams are very good at their jobs and take a proactive part in providing supporting, the ones who have been there less than 5 years (made up number, the less experienced/greener staff) struggle to follow simple instructions without several confirmations of the actions, even when pretty comprehensive documentation has been provided. It's quite an interesting, and often frustrating, dynamic.

[usernam]

I'm not really making any. This almost seems like a completely different way to present yourself which is taught to people.

[golergka]

Can you share your opinion about other countries as well? It's an interesting statistic which I, suspect, not many would be willing to discuss publicly and non-anonymously.

[usernam]

I would say that indian CV are simply on another level, I have no clear idea why. We're posting positions online, and the openings are often automatically indexed by several job search engines. Maybe this is because indians are just more exposed to online hiring, working abroad and generally simply try to get an interview.

Let me reinstate that also this is not universal. We had very good candidates which didn't inflate the resume, thus my point that I really cannot look at the CV by itself. This is very detrimental for both.

I took "germans" as a stereotypical example here. Thinking back, most qualified applicants anywhere in EU are in a similar ballpark. I would say a small amount of inflation is common, but senior applicants generally match much more closely the qualifications they presented. I didn't have many applications from other eastern countries to say anything else.

I'm also not an HR guy. I just participate in the hiring process when the need arises.