How long do job postings stay open?(corvi.careers) |
How long do job postings stay open?(corvi.careers) |
And also I've been in places like you describe, where one generic "Software Engineer" job posting is reused to hire many people into many teams, since they're all "Software Engineers" so they just recycle the same posting for everyone.
It varies a lot depending on HR culture.
Software Dev : 22 days
Retail & Hospitality: 33 days
Would love to understand why.
- few jobs, much supply = can afford to be picky to get the best
- not much difference between applicants = hire first that meets requirements
- switching costs are high = be picky
- high impact on team/culture = be picky
None of these explain the data.
The rest are just noise.
It wouldn't surprise me at all to see "Oh, I'm still getting emails about this listing, guess I should close it" when candidates are already in round 2.
Some people just want to buy or sell a house. FSBO with some cheap cellphone pictures will sell far slower than a staged house with professional photos, MLS listing, and a launch party for local agents.
Do many high schoolers care about volunteer work, taking a second language, etc? No. Is it expected to be a part of their application and essay for a good school? Yes.
There's simply no way to package that which doesn't make the other side think that I'm gonna steal company's time at best and that I'm only looking for like a temporary gig until it takes off at worst.
In my experience, they don’t. They might click to see the GitHub profile but rarely open any repo to check the code.
An expanded view of that is that there's usually a "current" meta strategy that people tend to adhere to, kind of like a convention. And if you stray from that, you lose, even if your strategy would succeed in a vacuum.
For example, if the current meta is for employers to mainly use referrals/networking to hire, it would be a bad strategy to apply to postings.
https://www.digitaltrends.com/gaming/what-does-meta-mean-in-...
Most jobs are through friends/network etc. If you really think you're a great fit but lack the network try figuring out who the right person is and reach out directly.
If you're a new grad then internships etc.
If you're a new grad, haven't you lost the status of "current student" that most-to-all internships require?
Note that this is only true in countries where the first priority of the "good school" is to obscure their admission goals.
> its only getting easier to get hired
What you are describing sounds more like the extreme pigeonholing the industry has been practicing for years, where companies expect 100% productivity from day one, use automated screening for keywords like "MongoDB" or "GCP" etc. How much effort does it really take to learn GCP enough to handle a certain given product, perhaps string together a few Cloud Run instances, a PR triggered CI pipeline with Cloud Build, add a few Compute Engine workers, bind everything together and protect it with Armor and IDS etc.? Not the entire GCP, just what a given company would need; it's adult Lego for god's sake. It's beyond insulting to take a candidate with good swe foundation, that also list advanced degrees with mathematics and quantum physics, or perhaps a top grade in philosophy, and think they won't be able to handle the Google Cloud GUI.
The industry moved away from "smart and get things done" because companies were unwilling to invest the few months to half a year required to get a new person to peak productivity, since the labor was so mobile and relatively expensive. Maybe with a less mobile workforce, this will change but I won't hold my breath.
I'm at a company now where one guy was the React guy. He left and everyone else was the snooty anti-React type and refused to learn. They ended up re-writing the whole thing from scratch. Couldn't even be bothered to learn enough to hire for it. And the new framework is so niche it's now hard to hire for it.
Hate React if you want but come on guys, it's not a massively complex framework to learn the basics of.
React is close to an industry standard, sounds like bad management. Again, you don't have to know React to hire for React, just bring "smart and gets thing done" people onboard and trust them on their word that they can quickly learn anything they need to get it done. Clear responsibilities and goals, trust, swift consequences if that trust is breached.
Why do you need to specifically "hire for a framework"? Wouldn't any front-end developer be able to pick up any front-end framework (unless it's outside the javascript space entirely, and requires knowledge of purescript, rescript, elm, rust, clojure, scala, etc.)
I guess it highly depends on where you are. Majority of the interviews I have attended were "We have this <problem>/<client request> and do not have expertise/capacity to solve/deliver. Can you come in and start closing tickets? yes/no". SRE with extensive experience in Ansible is barely eligible for a junior role at a shop using Puppet, a frontender working with Angular is unwanted at a react shop, Oracle DBA is a leper in the eyes of Postgres shop.
I am at my current place mostly because in the interview I have said "Hey look, buddy. I'm an engineer. That means I solve problems, not problems like "What is beauty?" Because that would fall within the purview of your conundrums of philosophy." My team does not have a single "Certified Foobarizer Expert", but tickets tend to move through the pipeline one way or another.
I think this might actually be fine for internal tooling, but this is a customer-facing web app. It's now incredibly clunky and every feature takes an age to get out. Full page reloads for everything, etc.