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Your Experiences with Recruiters?
companyAdvocate asks "I work in a small, high end IT consultancy. We are currently on a large recruitment drive and our targets are very ambitious. We are looking into alternative, original and cost-effective ways of hiring talented people. Google's billboard ad comes to mind. As we are a consultancy, we need good communicators as well as techies and raising the company profile may be an added bonus. What is the Slashdot community's experience with alternative recruitment methods? Were you hired in an exciting or interesting way? How do you make even rejected candidates leave with a positive impression?"
Host a job fair at a university that is close to your company's main location. Not only would you provide experience to a host of university nearly-grads, but you'll be able to scope out the creme of a specific university's crop. Finally, you can also provide benefits and generally increase the educational level of that university through other means, which will net you higher quality employees already localized to the area.
--- Ãther SPOON!
You've asked a bunch of questions here... good ones... Alternative means of hiring: Monster still has some effectiveness, although it is no longer an alternative means. You get lots of bulk that way, but there are many gems in that particular stream. Perhaps you could team with folks like Monster to come up with some neat ideas.
A good alternative would be to hold a contest of some sort. Let potential job applicants put together solutions, write software to solve a simple, fixed problem. Give the most successful applicants some incentives (other than just a job): perhaps some small cash prizes; something interesting like a nice gadget; perhaps some interesting prestige like a listing in some neat place on a web page or a brochure.
How might you leave rejected candidates leave with a positive impression: First and foremost, make decisions in a fairly quick period of time. Don't leave folks hanging out there for long periods. Also, tell the rejected applicants what it was that was good about the applicant. Perhaps let the person know on what they could work to make themselves more attractive to the type of position for which they applied (in other words, help them in their future employment quests).
Hiring communicative technical people is a special challenge: It is generally better to hire someone who has experience, and a great attitude and excellent human communications - even if they don't have all the super-duper "on-paper" skills for which you might be looking. Exciting ways to be interviewed and recruited: Throw a celebration focused on your company, bring your most fun and interesting people to the party, then invite lots of possible applicants. Mix it up with the folks, have some free poker games (not money gambling, just plain chips with door prizes, etc.), no booze, just great snacks, good music, and lots of chairs and tables where people can sit down and pitch the company or pitch themselves as applicants. Make it fun, advertise it in key places in the country. Don't be afraid to fly extremely interesting candidates out to your party...
Every nickel you spend on getting face-time with applicants is well spent... make lots of fun and interesting ways to attract applicants to your meetings...
A Passionate Independent Musician
ok, here's a list based on my experience with them during interviews and career fairs - and feedback from people i know.
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Intel - they give noctoriously hard questions, with 3 rounds of interviews. but there were simple interviews where they only asked about course projects and not too much textbook material in too much depth. in the latter case, there was only 1 interview round before the candidate was hired.
Xilinx - phone screen - basic textbook material. onsite: presentation. multiple full day interviews based on in depth textbook material. the onsite was probably 20 times more difficult. Interviews were disorganized. They had a list of questions that they go through and some of them were repeated from one interviewer to the next. This was in the valley and some of the people seemed to have attitude and ego problems, and didn't like to listen to your answer when are multiple solutions to the interview question. The group looked like zombies, probably from all the overtime shifts.
Analog Devices - the campus onsite interviews are a complete waste of time. they're basically for PR purposes whether they're planning on hiring or not for the year. Questions they ask are generally simple, but I hear onsite interviews are always challenging. Recruiters at the career fairs are always excellent and informative. Company slide presentations are always disorganized - but we were engineering students - who really cares anyway
Teradyne - Campus onsite interviews are usually given by aluminus of the university. I have a theory that their company is sending these folks for interviewing is because these are the ones that have nothing else better to do at work - i.e., they can afford to send the non productive ones for these events... At the career fair, almost all of the recruiters think you don't know anything about the field and go through the whole process explaning everything. Perhaps it's their strategy - holding up a queue at their booth so it looks like they're generating a lot of popularity and interest! Some of them don't even know what they're talking about after working there for a couple of years.
NVidia - this one's the worst. They used to show up at the career fair and flat out refused people's CV right at the spot if their GPA is below 3.5. They would ask up front and basically tell you to buzz off if you "don't have what it takes". I know of someone who worked there as an intern and he basically had to go through their insane work hours. Oh, what happens to the ones that get past that absurd GPA screening? They sit you down at the back of the booth, and basically ask you technical problems which would take up to over an hour.
Synopsys - Very reasonable interviews. They ask really good questions and are not there to find out what you don't know, but what you do, and to really see what you're capable of. They're interested in seeing your thought process and would give you slight nudges in the right direction to see whether you catch on.
Anyway, my current job was found through monster. I had my interview, signed the offer and began work just within 9 day of submitting my application online. I'll not name the company here, but interview process was very reasonable, (see Synopsys - very similar). Very humane people and you had a sense of the great people you would be working with if hired. After graduating, it took me 3 months of job search before I found the job.
Amazing work environment - but that'll be for another time and a different story
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