[alecmgo]

I want to make technical recruiters better at their job.

Many sourcers and recruiters don't have a technical background and find it very difficult to hire software engineers, especially in the current labor market which is very tight.

I'm starting off simple: writing recruiting guides from a software engineer's perspective that are easy to understand.

Are there other ways we can make technical recruiters better?

[whoisjohnkid]

> Are there other ways we can make technical recruiters better?

- list salary range for positions

- emphasize tech stack

- emphasize number of rounds

I’ve wasted my time in the past going through the interview process only to find out the company’s budget for the position was only up to X after getting the offer; a valuable lesson I’ve learned to avoid since then of course.

I also see some recruiters only talking about what the business does … leaving out the tech stack.

If these points are clear and easily visible to recruiting leads they might get higher quality candidates.

Just my two cents. ¯\_(ツ)_/¯

[edmundsauto]

I’ve also been thinking about this problem space. My approach is to help candidates build skills, demonstrate proficiency, in a loop with the recruiters.

Basically, take the whole “how I learned my data science skills” into something that can be done in public.

The recruiters can then see a wide range of examples, and can be better at picking up where people’s strengths and talents are.

(This is focused on analytics)