The amount of hoops that one must pass, just to survive in this world, is insane! I wonder what would it take to bring all of you back to reality? A global crisis? Recession? War? The pandemic didn't seem to work...
I also wonder when did this all start? I'm mid 40 from Germany, when I was younger all it took was an application and an interview. Then you either had the job or not. Nowadays, 4 rounds of interviews, case studies and so forth. It's crazy.
@@lilg2300 I guess recruiters figured out that they can "milk the cow" endlessly, and no one would mind paying them ridiculous amounts of money, for basically delaying the process and making it a lot worse!
This will end when the economy gets real. Recruiters add zero value. Resumes are bs. I just hired a guy for the lead js position. His resume looked like crap but he answered all questions. We have been interviewing for over 9 months. 99% of candidates are absolutely unqualified. Recruiters are a hindrance, not help
I regret wasting my 20s on job hunting and corporate jobs. My life has significantly improved since I started working for myself. It was not easy, especially at the beginning, but in the long run being an employee is 100% harder imho.
These recruiters and hiring managers are crazy people. They think they are looking for someone to marry. Forget unicorn, if person wants to work, give them chance. Stop looking for perfection.
Dude they have responsibilities to their shareholders, the government (regulations and acquiring government contracts), suppliers, customers and fellow employees
Lesson 4: So you have to be the perfect piece of the puzzle to fit in with your future team colleagues who might quote "lack some technical skills"? Where were these demands when those guys were hired? So you have to be perfect, but it`s not expected for the current employees? Is this the correct interpretation?
That's what it sounds like to me. There's no such thing as a perfect candidate. Surely there's some daylight between not at all qualified and "perfect."
Seems very unrealistic in a market where everybody is screaming for workers. Unless you're one of the big corporations like Google you can't have that high demands anymore. The choice often is: hire someone to clean up the mess the previous dude made to prevent the company from total collapse. Recruiters should get of their high horse and do some actual work.
In tech, the market is still oversaturated with mid-level and senior people, many of whom were RIFfed in the past year. She's in tech and much of what she describes tends to hold more true for tech enterprise practices.
@bestopinion9257 yup, I will take and hire a wanting, not experienced person that was graded straight C but is willing to take any challenge rather than get a Perfect fit. I will tell you why. Time matters. Before they find someone I will have to burn out my team with overtime for 6-8 months. By that time I would have a person to do the simpler tasks that nobody likes to do and on the way to do more intersting stuff. Plus, perfect fits will have issues with the coming shortage of labour due to demography. And here once again - it depends on the actual engagement of a person to do stuff. Honest character and good spirit is better than most qualification assets listed in the wishlist for a Disney Prince/ss This basically shows why these companies unless being on top of the ladder will be squeezed - and you will face more societal issues down the ladder. You will take more immigrants based on their insatiable willingness to work hard and show off that are cut from their traditional social circles over anyone else. They have time to master stuff like this. Others don't.
I know first hand when it comes to federal contract jobs: recruiters AND hiring managers at the companies are even less qualified than the candidates and do not actually know what the job description should be… On the other hand, unless you know someone at the company: you’re not getting hired for a role.
TBH Only thing “perfect fit” means in this context is “unicorn”. Good advice for applying to companies LIKE Google, who get thousands of applicants a day, but if I only ever applied to companies where I met 100% of the qualifications I would never have gotten a job or moved up. “Awh, sorry! Let me use this specific software for 2 years before applying…”
It's not just Google & the big ones. There's a good number of organizations that - as was mentioned - are *required* to only hire you if you meet the qualifications. Another massive category of organizations in this area are those with unions. Hiring managers / recruiters won't be able to pursue you if you don't meet the qualifications as they will not be able to defend why they hired you as opposed to the other candidate (internal or external) that had the qualifications (whether or not you are, ultimately, a better candidate and fit).
@@txreal2if they even have an HR manager due to budget constraints, brain drain to other companies, it's systemic.. 😂 @"farah shargi" Thank you for this video though, maybe we will wake more people up?
Working in Silicon Valley 20 years ago, the word "unicorn" meant a mythical product development employee with a combination of skills that didn't exist... or should I say, very rarely existed. Over time, people started using unicorn to describe who they wanted and expected to hire. Remember the crappy ignorant job posts from 8 years ago, saying "you should be a unicorn?" That's not a company that gets it. They don't know how to hire and manage teams.
The interview progress speed is a very good indicator of how inclined the company is. A few months back I was interviewing for both Microsoft and one of the Big 3 Consulting firms (which I shall not name). At Microsoft, all the interview rounds were completed within a week and they wanted me to give a response to the offer within 2 days. The consulting firm scheduled each interview round every other week; the recruiter was frank in saying that they had no headcount till the following year and I was being lowballed more and more with each round on the expected salary range. Needless to say I went with MSFT.
My last job had a great hiring process and did not feel nervous at all. Over time I was put under a new manager who hated me and had me "quit" (long story short, I thought I was being fired). I later found out that manager was fired after they found he was forging documents. In that job I had a great network of people and that was gone after the firing. Right now I started working for myself (simple web design). I want a good job but damn, I lost a lot of trust in people.
Currently being fast track 🙌🏾🎉🎉 for my first cybersecurity role. They called me today and randomly interviewed me, then a second interview on Monday morning @8am
I wish I was born in the 70s. Back then, the only requirements to get a job was to be old enough, and (maybe) hold a degree, depending on the type of work.
You also had to have NO criminal convictions (including misdemeanors) and no drugs in your system (including weed). So, it was not that easy unless you had some sort of nepotism or cronyism hookup.
Sure, but that doesn’t mean it’s not common because a lot of companies are using fairly old tech for their ATS because it’s either already been an established system for a long time and they’re used to it, or it’s relatively cheap.
It's really difficult because if you don't have the experience but you have the education in something, how the heck are you supposed to get the experience if nobody will hire you? It's really ridiculous.
This instance happened to me in Australia also..useless place they don't give us a chance to prove ourselves..they don't value our qualification or experience.. pathetic mess.
1. Your resume is the first impression! Communicate your value to the Business. Use single column resume for ATS, professional fonts and no images. 2. Recruiters look for the RIght Fit and Qualify for the job. You have to demonstrate in your resume you are the right candidate for the role. 3. The recruiter is looking to fill a specific gaps within a team as best as possible, you might be the right fit but heir looking for fill a certain soft or hard skill. 4. If you're delay in a interview process they might be fast tracking another candidate. 5. Top candidates get offers really quickly. 6. Ask good questions, ask more about the role, what are the gaps within the team, aks what the hiring manager is looking for. 7. Details matter a lot, the company wants to be make the candidate is detail-oriented. Your lack of paying attention to detail can cause the company a lot of money. 8. Look for the kind of culture of the company before going into the interview. 9. Ask the hiring manager about the salary band for the position, but do the research before.
I find it horribly funny that there is huge process into getting into a company that is absolutely disloyal to its employees. The culture was like - we took people into this company because they were breathing and sober but we will stick with you for the next 30 years into - we need an elaborate process of selecting a candidate like a perfect grain of rice from the field and then fire that person 6 months later because the project has finished.
Smart, realistic advice. Thanks for sharing. When I was a hiring manager, I looked for people who were a “cultural add” vs. fit, which made it our team have a more diverse skill set and background. Since you mentioned that attention to detail is important. I thought I’d point out that there’s a typo in this video. But I won’t hold it against you. 😂
There's a heavy implication in the messaging here that whatever it is employers and recruiters are currently doing in the job market is the norm and is thus okay to do, and that job applicants should just accept these toxic conditions. "If you do X then you're more likely to get a job," is true until everyone starts doing it, then X is no longer a good metric for determining whether you have a good chance at landing the job. Meanwhile, you just added more work to do per application / interview. Job market trends will continue to change (i.e. get worse), but one thing will never go out of style: treat your employees well and most of them will stay with you even if a better opportunity arises because your employees have investment in the company. But then, it was never about the employees, right? Investors are the key demographic, and they demand higher returns per quarter. Same as it ever was.
Great info, thank you! Also, rejecting a great candidate for a typo is absolutely bananas. There's no way a recruiter or hiring manager could justify this. People on the team the candidate is hoping to join are making/missing typos all day long. Smart, talented people miss details once and a while. Typos can be fixed. 🤣
True story, a friend of mine got her paycheck and there was a number missing. Someone in finance made a typo and she didn't get the rest of her paycheck for two weeks. Typos are a big deal when they negatively impact you
@@Farah_Sharghi omg.... okay... Of course on the job no typo issue that could affect the company.... get it. because we will make a typo on your paycheck... That's petty.( but to be serious I understand. )
@@itscooldawgdonteventrip I didn't say it was payback or being petty. Someone in finance made a typo mistake that impacted a worker and there weren't failsafes to prevent things like this from happening.
@@Farah_Sharghi nahhhhh... that manager was just abusing the "power" they have. it was a very spoiled decision. very spoiled. but, i really believe in karma.
@@Farah_SharghiThat manager didn't reject the person just because of the typo. I am sure he had another candidate that he thought better fit for the job.
I find this superficial and condescending that someone believes they can assess “the perfect fit” at the quick glance but then is neat picking on typos.
That is all great, but I still don't understand how a recruiter is capable for assessing candidates to determine whether they're fit or not? For example I have experience from working with a fortune 500 company harmonizing their IT stack in a particular domain going from 141 tools to 7 main ones and 11 complementary This was a huge global product, it took us 2+ years and affected 1000s of end users how they work. How can a recruiter understand the scope and the depth of this work? (especially those fresh grads who got a their first job as recruiters)
It’s called meeting with the hiring manager & hiring team prior to opening a req aka the intake meeting. Which goes above and beyond what you see in a job description.
They've just overcomplicated the hiring process. It's about having Omni-man fill the gap. They're looking for an omniscient being to fulfill the role. Socrates and Plato are behind the recruiting machine, churning the levers, and producing a demi-god to fulfill that role. Look at recruiters trying to add some deep philosophy to their hiring process to make it seem more divine that it is. This shit is bonkers. Normal people can't survive. Specialists aren't even surviving. This is why, waiting around for someone to accept you will NEVER be the answer. You have to create your own space. Be your own boss.
I'm working on my start up now and when I feel like giving up, I see these types of videos to remind myself why working for others sucks. I wonder if companies prepare just as much when they lay ppl off.
The best advice not covered here is to avoid working for these corporate entities in the first place. All this hassle to become headcount that receives zero loyalty. If you must do the corporate thing, know how you are going to get out before you go in, and follow through with it. Don't hang around.
Thank you! This is a great video. I appreciate the cadence between ideas, and bridging point to point. I have subscribed, and I will share your channel.
so essentially, the hiring system is looking for someone who’s perfect in every way. Nobody is perfect in every way. Whatever happened to things like “hire for attitude, train for skill”? Whatever happened to “find someone whose 80% the target and then grow them into the remaining 20%”? why do people, businesses, and corporations believe that the perfect person exists if you just hunt long enough and make the selection process hard enough? Do we now understand why the number of people wanting to be entrepreneurs is growing all the time? Do we now understand why employers say “nobody seems to want to work”? it’s because you make it so damn hard to get a job that people seek other alternatives. Eventually, you will run out of candidates willing to be insulted, degraded and flogged for meager incomes and you’ll have to change your tune. Granted, that day is not today… but it is coming.
qualified - who have already done it , similar responsibility or less responsibility(as they had more experience) but it doesn't cover let's someone with intern experience applying for fulltime - that's why i hate some companies & i would reject those HRs
Thanks! Yes, I kept it low because I want folks who are on the job search who can't afford to work with me 1:1 have the best chance of landing a new job and I didn't want cost to be a barrier to entry.
Then if looking for “qualified”, maybe try not listing all possible words that could be as a net . In technical side listing c#, Java, vue, razor, angular, react, c++ etc. needs to be defined more clear. It’s not just a word match… see this all the time,and then after multiple interviews, recruiters and companies wonder why nothing works. I could say so much more. But won’t do any good unfortunately
I wonder if that "perfect candidate" really exists :). While I was patiently watching your video, trying to understand how a fellow human might view you when responsibilities come along, I found it difficult to accept some of the points you shared. For example, the salary discussion, I’m not saying it’s wrong, but why would you ask a candidate how much they expect for the job? The candidate might feel frustrated with that question, not because you want them to research the company culture and average pay for similar roles, but rather because it would be simpler to tell them up front: "The budget for this position is $100,000 a year." When you buy something in a store, they don’t ask you how much you’d like to pay for the product; they just have a price, and you can decide if it’s right for you. Personally, I don’t like that question, and it’s also essential to consider the candidate’s perspective. Maybe the interview didn’t feel like a fit because of uncomfortable questions like this. I get that there’s psychology behind the process, but no wonder it’s so hard these days to get a job. That manager who rejected a candidate for a typo, honestly, I’m glad I don’t have to work under a lidership like that. While recruiters keep searching for the “perfect” candidate, someone in a small village in India is changing the world with one idea, maybe with plenty of typos in their notes and without perfect social skills. They just had a dream of making a difference, but when they encountered a recruiter, they weren’t considered a perfect fit. All I’m trying to say is that these days, things feel automatic, and we judge people on every little detail. Meanwhile, those who made 10,000 mistakes are the ones who changed history.
Depending on the position you want, get some hard skills first because you can fluff up a resume, cover letter only so much, but you still need the underlying knowledge/skills/abilities to land a good paying job. Like she said, 75% of job applicants are rejected outright because they simply don't qualify.
It would help a lot if recruitment adverts were more discriminating between the essential and desirable characteristics. I have often thought “there’s no one that has all 12 of those features at the salary you are offering- so what really counts?”
I think most of the problems in my job search is that everyone, clicks apply and it drowns out the people who have the skills for the job. Per the job description.
Regarding the attention to detail in resumes: yes, small mistakes can cost the companies but in reality we all know that projects/tasks that have a huge financial impact on the company don't go through several loops to ensure mistakes are caught early. Everyone does mistakes because it's human and that's why there should always be checks. However, I do agree that a small typo on a resume or cover letter is a good reason to reject someone because, if you're not even paying attention to your resume to make sure it's spot on when your livelihood depends on it, how much effort are you going to put into the new job to make sure to produce good and reliable results at work?
Great insights. What would you like to suggest for those change the career path? You mentioned that the recruiter is looking at the perfect fit for the puzzle. Im switching my job to tech from business management. But obviously my education background and previous work experience don't fit the puzzle perfectly. And advice?
“In my previous job I had the opportunity to have a exposure to a wider perspective of the business. I learned about xyz, as a result of that I really enjoyed that new environment, for that reason I would love to explore this new role in your company , bringing all my expertise and connecting my experience with this new role”
If the ATS isn't used to automatically filter out, why does it matter if the system can't pull the information out of your resume. Why does the system need to pull out the other information when you upload the resume. Name and E-mail should be enough for tracking.
You need to watch my other videos where I explain ATS systems. It’s a TRACKING system NOT a DECISION making system. Extracting data aka parsing data has nothing to do with filtering candidates out. It helps the system do things like schedule interviews, send emails, track correspondence, etc
I definitely did not click on this for Google but rather getting some idea on the screening process of larger companies and I'm pretty sure there's probably more who did that too.
@@kaieteurcanada I actually already worked at Google only for one year at gTech. ( not the real Google engineering to be honest :D ...) It's a cool company I liked it. The Googley thing was a tad too much and at some point I got it. They have smart people but it kinda look like they expected us to be the same... A tad strange and dystopian for me. I am more the type of "Think different" type of smart person. Not type of be something that we want and shut your mouth. I understand that to achieve the KPI it's needed. Google is a real business that needs things to be done. But my feeling from what I saw and the mood was that smartness was promoted ( a good thing ) but the creativity, I was not sure. My point is : there is not only one way to be smart. And being smart is not the only way to achieve and win as a company or a team, sometime creativity is what get more impact ( since that's what they want for internal project ). The correct sentence is : People still want to work for Google despite all those layoffs? My first language is French.
@@kaieteurcanada Bottom line . I love Google . Good company with real people inside it's not just a bunch of servers. I want it to win and be a good force in the world. I felt the responsability... That's why I was quite critique of some stuff I saw inside. But overral. Viva Google and the Googlers. Even if some of them I felt were kinda tense and "entitled" making a big deal from being smart or @Google.
Some people find it outrageous to reject a candidate due to a typo on a CV. However, as a front-end software engineer, I pay close attention to the look and feel of a CV because I know that if a CV is poorly formatted or designed, it reflects the same level of care that might be applied to the job. Details matter, and a well-crafted CV suggests a similar approach to work.
Exactly! Thanks for pointing out what I tell folks who work in creative or roles where design plays a role. Use your design principles and write your resume in Figma so you have more flexibility in your design and can space items appropriately
Do you have a video about how to measure or how to roughly estimate your interview performance? how to know if you did below average, average or above average performance? this will be helpful for most of us that are seeking a job opportunity but can't seem to go above a certain salary ceiling.
Although I didn't initially endorse it, I believe that resumes with photos are more commonly accepted today, at least with Gen Z's. My Career Skills students started using resume templates with photos, which I didn't recommend, but found that they had no problem getting internships, especially creative ones, with photos. And of course, in real estate, this is still the standard. I think, more than the country, it depends on the career. For finance and law, however, I tell them to take a more conservative approach.
do recruiters look at the resume at all, or only what workday extracts? i assume if the workday extraction doesn’t wow them, they never bother to open the pdf resume.
When I used Workday as my ATS I would bypass the parsed data and go straight to the resume and read the resume. Parsed data from resumes was so bad in Workday it would skew the data so it saves more time to just read the resume
Great video. 99 percent of this applies to an ideal world, an ideal situation. It’s a different set of rules: 1) When the economy takes a nosedive OR 2) when a particular sector does badly… tech for instance now. These norms are not followed. I’ve seen hourly rates and salaries drop by up to 20 %. As for humans reading resume, not being filtered by AI, sadly that isn’t true either. Just the other day I saw 2465 applications for the same position in 1 day! …And that company was still taking applications. Just to be fair to recruiters.., that’s a lot of resumes to read. Please note that these observations are independent of what this ex Google recruiter said on this video. She’s fantastic, to say the least.
Currently in 7 interview processes so deciding for 1 offer seems so complicated 😫(I also think about cancelling my Interview with a Big 4 tomorrow because the panic and anxiety due to a Business Case that needs to be solved live is making me sicker than everything else 😭 - I´m a shy introvert and freshly graduated). On an unrelated note, you look so similar to the German Super Nanny Katharina Saalfrank
That's my reasoning, and also, would I want to work for the sort of company that relies heavily on ATS? I actually tweak my resume to fail the typical ATS, since in real life, even with ATS-optimized resumes, I've never been hired that way. Every good job I've had came about because a recruiter or small company executive or founder called me. I was not going through HR but involving them only for the necessary procedural stuff. Of course, YMMV.
Those are really helpful insights for me , Thank you, Farah, by the way, will the recruiter read the cover letters when they screen all the applicants?
Great video Farah! Was curious to know what rough percentage of resumes reviewed are coming via referrals and how many would come from open applications ?
I followed your tips on how to answer the question about salary compensation and it was dead on! Thank you for providing practical advice Farah!
Nice! Glad I was able to help you! 👏🏼
Hiring sounds like tinder now
insert always-has-been meme
It always has been
That hiring manager sounds like a future CEO who would announce layoffs to please their investors.
The amount of hoops that one must pass, just to survive in this world, is insane! I wonder what would it take to bring all of you back to reality? A global crisis? Recession? War? The pandemic didn't seem to work...
The politics of compliance. Look it up. Interesting and horrifying stuff.
just stop playing their game all of you out there and that will do it
I also wonder when did this all start? I'm mid 40 from Germany, when I was younger all it took was an application and an interview. Then you either had the job or not. Nowadays, 4 rounds of interviews, case studies and so forth. It's crazy.
@@lilg2300 I guess recruiters figured out that they can "milk the cow" endlessly, and no one would mind paying them ridiculous amounts of money, for basically delaying the process and making it a lot worse!
This will end when the economy gets real. Recruiters add zero value. Resumes are bs. I just hired a guy for the lead js position. His resume looked like crap but he answered all questions. We have been interviewing for over 9 months. 99% of candidates are absolutely unqualified. Recruiters are a hindrance, not help
I regret wasting my 20s on job hunting and corporate jobs. My life has significantly improved since I started working for myself. It was not easy, especially at the beginning, but in the long run being an employee is 100% harder imho.
That’s so nice!!! I am trying to do that as I’m less excited about corporate jobs.
If you’re a narcissist and underperformer it’s hard to stay in a corporate job.
Wrong. Those of us who called BS on idiot supervisors could see why corporate sucks.
@@rubiirae But if you are a boot licker, it's real easy to stay in a corporate job
Not hiring someone for one typo. Then the company was not the right fit!!!
These recruiters and hiring managers are crazy people. They think they are looking for someone to marry. Forget unicorn, if person wants to work, give them chance. Stop looking for perfection.
They are not crazy! It's their jobs and responsibilities to find the perfect fit, based on the organization & hiring managers' needs.
Dude they have responsibilities to their shareholders, the government (regulations and acquiring government contracts), suppliers, customers and fellow employees
@@moonsmoving7539there are no perfect fits, there are only 80% solutions, besides a perfect fit will not be able to flex in ambiguity.
What? Don’t cut corners when hiring. A bad hire is such waste of time, money, creates a lot of stress.
@@moonsmoving7539they are looking for a “perfect” longer than someone not so perfect would actually become perfect…
Lesson 4: So you have to be the perfect piece of the puzzle to fit in with your future team colleagues who might quote "lack some technical skills"? Where were these demands when those guys were hired? So you have to be perfect, but it`s not expected for the current employees? Is this the correct interpretation?
Competition keeps getting higher and higher, great if you are a manager/business owner
Maybe when they were hired, the team lacked someone with great soft skills.
Or maybe it’s just a dumb paradigm? I pick raw horsepower over “did you build similar widgets at your last company?”
That's what it sounds like to me. There's no such thing as a perfect candidate. Surely there's some daylight between not at all qualified and "perfect."
perfect fit != perfect
Seems very unrealistic in a market where everybody is screaming for workers. Unless you're one of the big corporations like Google you can't have that high demands anymore. The choice often is: hire someone to clean up the mess the previous dude made to prevent the company from total collapse. Recruiters should get of their high horse and do some actual work.
You used “ your” instead of “ you’re” in your comment. There’s a typo that will SINK you!!!
@@alexdcruz3682 My skillset compensates for typo's. If typo's are a reason to reject super talented people. You deserve to go bankrupt.
In tech, the market is still oversaturated with mid-level and senior people, many of whom were RIFfed in the past year. She's in tech and much of what she describes tends to hold more true for tech enterprise practices.
Seeking unicorns. Or "It's not what you know. It's who you know."
That's why people sell their soul to join the free mason's and other evil secret societies.
No. They have the delusion that they filter for "perfect fit" but in the process they miss better candidates.
@bestopinion9257 yup, I will take and hire a wanting, not experienced person that was graded straight C but is willing to take any challenge rather than get a Perfect fit.
I will tell you why. Time matters. Before they find someone I will have to burn out my team with overtime for 6-8 months. By that time I would have a person to do the simpler tasks that nobody likes to do and on the way to do more intersting stuff.
Plus, perfect fits will have issues with the coming shortage of labour due to demography. And here once again - it depends on the actual engagement of a person to do stuff. Honest character and good spirit is better than most qualification assets listed in the wishlist for a Disney Prince/ss
This basically shows why these companies unless being on top of the ladder will be squeezed - and you will face more societal issues down the ladder.
You will take more immigrants based on their insatiable willingness to work hard and show off that are cut from their traditional social circles over anyone else. They have time to master stuff like this. Others don't.
I know first hand when it comes to federal contract jobs: recruiters AND hiring managers at the companies are even less qualified than the candidates and do not actually know what the job description should be… On the other hand, unless you know someone at the company: you’re not getting hired for a role.
Knowing someone has nothing to do with selecting the "perfect fit". That proves they do not know how to pick but pretend they do.
@@bestopinion9257my point exactly.
TBH Only thing “perfect fit” means in this context is “unicorn”. Good advice for applying to companies LIKE Google, who get thousands of applicants a day, but if I only ever applied to companies where I met 100% of the qualifications I would never have gotten a job or moved up. “Awh, sorry! Let me use this specific software for 2 years before applying…”
It's not just Google & the big ones. There's a good number of organizations that - as was mentioned - are *required* to only hire you if you meet the qualifications. Another massive category of organizations in this area are those with unions. Hiring managers / recruiters won't be able to pursue you if you don't meet the qualifications as they will not be able to defend why they hired you as opposed to the other candidate (internal or external) that had the qualifications (whether or not you are, ultimately, a better candidate and fit).
@@cpattullo1 the problem is also hiring manager is unrealistic about qualifications , and therefore it complicates the process
100%
@@txreal2if they even have an HR manager due to budget constraints, brain drain to other companies, it's systemic.. 😂 @"farah shargi" Thank you for this video though, maybe we will wake more people up?
Working in Silicon Valley 20 years ago, the word "unicorn" meant a mythical product development employee with a combination of skills that didn't exist... or should I say, very rarely existed. Over time, people started using unicorn to describe who they wanted and expected to hire. Remember the crappy ignorant job posts from 8 years ago, saying "you should be a unicorn?" That's not a company that gets it. They don't know how to hire and manage teams.
The interview progress speed is a very good indicator of how inclined the company is. A few months back I was interviewing for both Microsoft and one of the Big 3 Consulting firms (which I shall not name).
At Microsoft, all the interview rounds were completed within a week and they wanted me to give a response to the offer within 2 days. The consulting firm scheduled each interview round every other week; the recruiter was frank in saying that they had no headcount till the following year and I was being lowballed more and more with each round on the expected salary range. Needless to say I went with MSFT.
that hiring manager is likely a villain boss
The candidate dodged a bullet.
@@dolapoalli467 true
My last job had a great hiring process and did not feel nervous at all. Over time I was put under a new manager who hated me and had me "quit" (long story short, I thought I was being fired). I later found out that manager was fired after they found he was forging documents. In that job I had a great network of people and that was gone after the firing.
Right now I started working for myself (simple web design).
I want a good job but damn, I lost a lot of trust in people.
Currently being fast track 🙌🏾🎉🎉 for my first cybersecurity role. They called me today and randomly interviewed me, then a second interview on Monday morning @8am
Nice!! 👏🏼👏🏼👏🏼
Did you get the job? Are you entry level
I wish I was born in the 70s. Back then, the only requirements to get a job was to be old enough, and (maybe) hold a degree, depending on the type of work.
I once was hired based solely on my astrological sign. Yes…really. 😂 They didn’t even want to see my resume. (This was in-person, in about 2002.)
@@MoonspunWhimsy what's your astrological sign? 😅 And did that as the deciding factor turn out positively for you and / or your potential employer?
Yeah but you would be an old person now 😂
You also had to have NO criminal convictions (including misdemeanors) and no drugs in your system (including weed). So, it was not that easy unless you had some sort of nepotism or cronyism hookup.
You mean already an adult in the 70’s.
Systems that can’t parse more than one column is just lazy on engineering side.
Sure, but that doesn’t mean it’s not common because a lot of companies are using fairly old tech for their ATS because it’s either already been an established system for a long time and they’re used to it, or it’s relatively cheap.
Workday can. No worries
@@andyjohnson9714 A two-column resume is okay then?
Hiring managers: "How can we avoid looking for substance today?"
It's really difficult because if you don't have the experience but you have the education in something, how the heck are you supposed to get the experience if nobody will hire you? It's really ridiculous.
This instance happened to me in Australia also..useless place they don't give us a chance to prove ourselves..they don't value our qualification or experience.. pathetic mess.
1. Your resume is the first impression! Communicate your value to the Business. Use single column resume for ATS, professional fonts and no images.
2. Recruiters look for the RIght Fit and Qualify for the job. You have to demonstrate in your resume you are the right candidate for the role.
3. The recruiter is looking to fill a specific gaps within a team as best as possible, you might be the right fit but heir looking for fill a certain soft or hard skill.
4. If you're delay in a interview process they might be fast tracking another candidate.
5. Top candidates get offers really quickly.
6. Ask good questions, ask more about the role, what are the gaps within the team, aks what the hiring manager is looking for.
7. Details matter a lot, the company wants to be make the candidate is detail-oriented. Your lack of paying attention to detail can cause the company a lot of money.
8. Look for the kind of culture of the company before going into the interview.
9. Ask the hiring manager about the salary band for the position, but do the research before.
I find it horribly funny that there is huge process into getting into a company that is absolutely disloyal to its employees. The culture was like - we took people into this company because they were breathing and sober but we will stick with you for the next 30 years into - we need an elaborate process of selecting a candidate like a perfect grain of rice from the field and then fire that person 6 months later because the project has finished.
Smart, realistic advice. Thanks for sharing. When I was a hiring manager, I looked for people who were a “cultural add” vs. fit, which made it our team have a more diverse skill set and background.
Since you mentioned that attention to detail is important. I thought I’d point out that there’s a typo in this video. But I won’t hold it against you. 😂
I'm glad you caught the typo! I wanted to see if anyone would catch it 😉 Thanks for not holding it against me
This is the best and most informative video i've ever seen. THANKS A LOT
Loved the video,; concise, informative, well-paced and appealing ❤👍🙂
Great tips! Thanks for sharing.
Great advice, Farah!
I am so glad the YT algo suggested this video to me. Fantastic insights!
There's a heavy implication in the messaging here that whatever it is employers and recruiters are currently doing in the job market is the norm and is thus okay to do, and that job applicants should just accept these toxic conditions. "If you do X then you're more likely to get a job," is true until everyone starts doing it, then X is no longer a good metric for determining whether you have a good chance at landing the job. Meanwhile, you just added more work to do per application / interview.
Job market trends will continue to change (i.e. get worse), but one thing will never go out of style: treat your employees well and most of them will stay with you even if a better opportunity arises because your employees have investment in the company. But then, it was never about the employees, right? Investors are the key demographic, and they demand higher returns per quarter. Same as it ever was.
This too shall pass. This way of hiring will eventually collapse.
Great info, thank you! Also, rejecting a great candidate for a typo is absolutely bananas. There's no way a recruiter or hiring manager could justify this. People on the team the candidate is hoping to join are making/missing typos all day long. Smart, talented people miss details once and a while. Typos can be fixed. 🤣
True story, a friend of mine got her paycheck and there was a number missing. Someone in finance made a typo and she didn't get the rest of her paycheck for two weeks. Typos are a big deal when they negatively impact you
@@Farah_Sharghi omg.... okay... Of course on the job no typo issue that could affect the company.... get it. because we will make a typo on your paycheck... That's petty.( but to be serious I understand. )
@@itscooldawgdonteventrip I didn't say it was payback or being petty. Someone in finance made a typo mistake that impacted a worker and there weren't failsafes to prevent things like this from happening.
@@Farah_Sharghi nahhhhh... that manager was just abusing the "power" they have. it was a very spoiled decision. very spoiled. but, i really believe in karma.
@@Farah_SharghiThat manager didn't reject the person just because of the typo. I am sure he had another candidate that he thought better fit for the job.
A typo lol
A hiring manager who dennies a top candidate for a typo is a total fool, especially if the job is a technical role
*role
@@mademsoisellerhapsody
a tech roll lmao
thanks
The compiler tells you all typos but the chick feels important for hunting typos in resumes.
I find this superficial and condescending that someone believes they can assess “the perfect fit” at the quick glance but then is neat picking on typos.
That is all great, but I still don't understand how a recruiter is capable for assessing candidates to determine whether they're fit or not? For example I have experience from working with a fortune 500 company harmonizing their IT stack in a particular domain going from 141 tools to 7 main ones and 11 complementary This was a huge global product, it took us 2+ years and affected 1000s of end users how they work. How can a recruiter understand the scope and the depth of this work? (especially those fresh grads who got a their first job as recruiters)
It’s called meeting with the hiring manager & hiring team prior to opening a req aka the intake meeting. Which goes above and beyond what you see in a job description.
They can’t but they pretend that they do.
They've just overcomplicated the hiring process.
It's about having Omni-man fill the gap. They're looking for an omniscient being to fulfill the role.
Socrates and Plato are behind the recruiting machine, churning the levers, and producing a demi-god to fulfill that role.
Look at recruiters trying to add some deep philosophy to their hiring process to make it seem more divine that it is.
This shit is bonkers. Normal people can't survive. Specialists aren't even surviving.
This is why, waiting around for someone to accept you will NEVER be the answer. You have to create your own space.
Be your own boss.
When your manager cant be bothered to proof their own emails.
I'm working on my start up now and when I feel like giving up, I see these types of videos to remind myself why working for others sucks. I wonder if companies prepare just as much when they lay ppl off.
I am also... We can patch up 👀
The best advice not covered here is to avoid working for these corporate entities in the first place. All this hassle to become headcount that receives zero loyalty. If you must do the corporate thing, know how you are going to get out before you go in, and follow through with it. Don't hang around.
I’m not a recruiter but I am hiring and I can tell you, THIS VIDEO IS SPOT ON, SHE IS AN EXCELLENT RECRUITER. Take her advice.
Thanks! Appreciate your comment and good luck with hiring 😄
So to the point! I really appreciate that about this video on top of all the golden info, thank you :)
Thank you! This is a great video. I appreciate the cadence between ideas, and bridging point to point. I have subscribed, and I will share your channel.
so essentially, the hiring system is looking for someone who’s perfect in every way. Nobody is perfect in every way. Whatever happened to things like “hire for attitude, train for skill”? Whatever happened to “find someone whose 80% the target and then grow them into the remaining 20%”? why do people, businesses, and corporations believe that the perfect person exists if you just hunt long enough and make the selection process hard enough? Do we now understand why the number of people wanting to be entrepreneurs is growing all the time? Do we now understand why employers say “nobody seems to want to work”? it’s because you make it so damn hard to get a job that people seek other alternatives.
Eventually, you will run out of candidates willing to be insulted, degraded and flogged for meager incomes and you’ll have to change your tune. Granted, that day is not today… but it is coming.
Thank you Farah. Your knowledge and experience shows through your content which I find extremely informative and highly inspiring. Thank you so much!
Very practical tips! Thanks for the video!
I applied to 200 jobs in 3 months. Thank you for the tips I hope I can find a job soon.
qualified - who have already done it , similar responsibility or less responsibility(as they had more experience) but it doesn't cover let's someone with intern experience applying for fulltime - that's why i hate some companies & i would reject those HRs
I like how you deliver information. I'm close to buying the toolkit. I'm surprised that the price for the toolkit is fair . ❤❤❤❤❤❤
Thanks! Yes, I kept it low because I want folks who are on the job search who can't afford to work with me 1:1 have the best chance of landing a new job and I didn't want cost to be a barrier to entry.
Good pointers Farah.
Then if looking for “qualified”, maybe try not listing all possible words that could be as a net . In technical side listing c#, Java, vue, razor, angular, react, c++ etc. needs to be defined more clear. It’s not just a word match… see this all the time,and then after multiple interviews, recruiters and companies wonder why nothing works. I could say so much more. But won’t do any good unfortunately
I wonder if that "perfect candidate" really exists :). While I was patiently watching your video, trying to understand how a fellow human might view you when responsibilities come along, I found it difficult to accept some of the points you shared. For example, the salary discussion, I’m not saying it’s wrong, but why would you ask a candidate how much they expect for the job? The candidate might feel frustrated with that question, not because you want them to research the company culture and average pay for similar roles, but rather because it would be simpler to tell them up front: "The budget for this position is $100,000 a year."
When you buy something in a store, they don’t ask you how much you’d like to pay for the product; they just have a price, and you can decide if it’s right for you. Personally, I don’t like that question, and it’s also essential to consider the candidate’s perspective. Maybe the interview didn’t feel like a fit because of uncomfortable questions like this.
I get that there’s psychology behind the process, but no wonder it’s so hard these days to get a job. That manager who rejected a candidate for a typo, honestly, I’m glad I don’t have to work under a lidership like that. While recruiters keep searching for the “perfect” candidate, someone in a small village in India is changing the world with one idea, maybe with plenty of typos in their notes and without perfect social skills. They just had a dream of making a difference, but when they encountered a recruiter, they weren’t considered a perfect fit.
All I’m trying to say is that these days, things feel automatic, and we judge people on every little detail. Meanwhile, those who made 10,000 mistakes are the ones who changed history.
Great info. Transitioning out the military in 9 months, this will crucial. Do you provide 1 on1 coaching?
I do! Check out the following link: stan.store/farahsharghi
Depending on the position you want, get some hard skills first because you can fluff up a resume, cover letter only so much, but you still need the underlying knowledge/skills/abilities to land a good paying job. Like she said, 75% of job applicants are rejected outright because they simply don't qualify.
coming here to confirm I've worked 15 years in big tech engineering management, and I could feel Farah knew her stuff a few seconds in.
Why is everything a “secret” or something someone “doesn’t want you to know”? 😂
Very insightful for sure.
It would help a lot if recruitment adverts were more discriminating between the essential and desirable characteristics. I have often thought “there’s no one that has all 12 of those features at the salary you are offering- so what really counts?”
Great video! I like the resume apology!
Fantastic suggestions !
I think most of the problems in my job search is that everyone, clicks apply and it drowns out the people who have the skills for the job. Per the job description.
Love this. Just fyi you have a typo on vacation* in one of the slides.
this video was a lot better than i expected! thank you!
How do you find out the culture of a company without being in the company?
You are really great at explaining all of this. I love your channel.
Excellent information!! Thanks!!
Regarding the attention to detail in resumes: yes, small mistakes can cost the companies but in reality we all know that projects/tasks that have a huge financial impact on the company don't go through several loops to ensure mistakes are caught early. Everyone does mistakes because it's human and that's why there should always be checks. However, I do agree that a small typo on a resume or cover letter is a good reason to reject someone because, if you're not even paying attention to your resume to make sure it's spot on when your livelihood depends on it, how much effort are you going to put into the new job to make sure to produce good and reliable results at work?
Valuable Info, நன்றி
Great insights. What would you like to suggest for those change the career path? You mentioned that the recruiter is looking at the perfect fit for the puzzle. Im switching my job to tech from business management. But obviously my education background and previous work experience don't fit the puzzle perfectly. And advice?
“In my previous job I had the opportunity to have a exposure to a wider perspective of the business. I learned about xyz, as a result of that I really enjoyed that new environment, for that reason I would love to explore this new role in your company , bringing all my expertise and connecting my experience with this new role”
well done. thank you. very helpful.
Thank you for a video on this topic that is not crap.
Your welcome, and thank you for giving me a really good laugh! Love your comment and seriously happy you like the video
Great video and information. Thank you
Wow! Clear fresh air.
Thanks, Farah.
If the ATS isn't used to automatically filter out, why does it matter if the system can't pull the information out of your resume. Why does the system need to pull out the other information when you upload the resume. Name and E-mail should be enough for tracking.
You need to watch my other videos where I explain ATS systems. It’s a TRACKING system NOT a DECISION making system. Extracting data aka parsing data has nothing to do with filtering candidates out. It helps the system do things like schedule interviews, send emails, track correspondence, etc
@@Farah_Sharghi Ok thanks, but that means I shouldn't worry about one column or two colums and how it parses the information.
Fantastic! Thanks you.
long story short, companies want an employee who has done the job before and succeeded at it. Not someone who can succeed. There is a distinction.
That’s a nice microphone. Looks like an Audio Technica AT2020 class
Thanks! It's a Rode NT-USB
One smart Persian brain. Love from East Europe❤
People still wants to work for Google despise all those layoff?
What does Google has to do with the video? She's explaining hiring process in any modern company.
Typo... not a good fit... you dont pay attention to detail.
I definitely did not click on this for Google but rather getting some idea on the screening process of larger companies and I'm pretty sure there's probably more who did that too.
@@kaieteurcanada I actually already worked at Google only for one year at gTech. ( not the real Google engineering to be honest :D ...) It's a cool company I liked it. The Googley thing was a tad too much and at some point I got it. They have smart people but it kinda look like they expected us to be the same... A tad strange and dystopian for me. I am more the type of "Think different" type of smart person. Not type of be something that we want and shut your mouth. I understand that to achieve the KPI it's needed. Google is a real business that needs things to be done.
But my feeling from what I saw and the mood was that smartness was promoted ( a good thing ) but the creativity, I was not sure.
My point is : there is not only one way to be smart. And being smart is not the only way to achieve and win as a company or a team, sometime creativity is what get more impact ( since that's what they want for internal project ).
The correct sentence is :
People still want to work for Google despite all those layoffs?
My first language is French.
@@kaieteurcanada Bottom line . I love Google . Good company with real people inside it's not just a bunch of servers. I want it to win and be a good force in the world. I felt the responsability... That's why I was quite critique of some stuff I saw inside.
But overral. Viva Google and the Googlers. Even if some of them I felt were kinda tense and "entitled" making a big deal from being smart or @Google.
Some people find it outrageous to reject a candidate due to a typo on a CV. However, as a front-end software engineer, I pay close attention to the look and feel of a CV because I know that if a CV is poorly formatted or designed, it reflects the same level of care that might be applied to the job. Details matter, and a well-crafted CV suggests a similar approach to work.
Exactly! Thanks for pointing out what I tell folks who work in creative or roles where design plays a role. Use your design principles and write your resume in Figma so you have more flexibility in your design and can space items appropriately
Wow! Absolutely amazing tips! Thank you! I've seen tons of these types of videos and this is definitely a hidden Gen that shouldn't be so hidden
Thanks! Glad you like it and you found it helpful. Rising tides lift all boats!
Funny you mention typos on your video and you had one typo in your own video ... ("vacation" spelled "vaction")
Glad you caught my typo 😉
@ do I get the job then? 🤣😛
Do you have a video about how to measure or how to roughly estimate your interview performance? how to know if you did below average, average or above average performance? this will be helpful for most of us that are seeking a job opportunity but can't seem to go above a certain salary ceiling.
Love form india ❤, you don't know how much these info valuable for me, thanks ❤❤
Interesting video, hope we all land on a good job with this help!
That’s my hope, too! We are all in this together
Thank you, Bro!
Although I didn't initially endorse it, I believe that resumes with photos are more commonly accepted today, at least with Gen Z's. My Career Skills students started using resume templates with photos, which I didn't recommend, but found that they had no problem getting internships, especially creative ones, with photos. And of course, in real estate, this is still the standard. I think, more than the country, it depends on the career. For finance and law, however, I tell them to take a more conservative approach.
It’s inviting unconscious bias where there doesn’t need to be any
Right fit =
You made a typo in Googleyness 10:42
Subscribed!
I applied for a Junior post. They called me Senior? How should I respond?!!
You say thank you and you move forward in the hiring process ☺️
Thank You Farah
Thank you for your videos. They are amaaazing.
You're very welcome!
Rejected because of a typo in CV? That's total bullshit.
It's true it happens
do recruiters look at the resume at all, or only what workday extracts? i assume if the workday extraction doesn’t wow them, they never bother to open the pdf resume.
When I used Workday as my ATS I would bypass the parsed data and go straight to the resume and read the resume. Parsed data from resumes was so bad in Workday it would skew the data so it saves more time to just read the resume
If recruiters spend just a few seconds on your resume, you better make every word count! The competition is REAL! 📝
Great video. 99 percent of this applies to an ideal world, an ideal situation. It’s a different set of rules:
1) When the economy takes a nosedive OR 2) when a particular sector does badly… tech for instance now.
These norms are not followed. I’ve seen hourly rates and salaries drop by up to 20 %. As for humans reading resume, not being filtered by AI, sadly that isn’t true either. Just the other day I saw 2465 applications for the same position in 1 day! …And that company was still taking applications.
Just to be fair to recruiters.., that’s a lot of resumes to read.
Please note that these observations are independent of what this ex Google recruiter said on this video. She’s fantastic, to say the least.
Currently in 7 interview processes so deciding for 1 offer seems so complicated 😫(I also think about cancelling my Interview with a Big 4 tomorrow because the panic and anxiety due to a Business Case that needs to be solved live is making me sicker than everything else 😭 - I´m a shy introvert and freshly graduated).
On an unrelated note, you look so similar to the German Super Nanny Katharina Saalfrank
Would you want to work for someone who would fire you for a typo
That's my reasoning, and also, would I want to work for the sort of company that relies heavily on ATS? I actually tweak my resume to fail the typical ATS, since in real life, even with ATS-optimized resumes, I've never been hired that way. Every good job I've had came about because a recruiter or small company executive or founder called me. I was not going through HR but involving them only for the necessary procedural stuff. Of course, YMMV.
Love your insider perspective and fun visuals. Thank you
Those are really helpful insights for me , Thank you, Farah, by the way, will the recruiter read the cover letters when they screen all the applicants?
Your welcome! Recruiters typically don’t read them, they’re more for hiring managers
Wow! This is super insightful
Glad you like it!
Never knew to ask the gaps of the team. I will most certainly ask a similar question! Thank you.
Hi Farah! Would you do portfolio reviews on this channel? I think it would be good content.
Great video Farah! Was curious to know what rough percentage of resumes reviewed are coming via referrals and how many would come from open applications ?
What you fail to mention is that the single most important thing is to know someone at the company lol.