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Open sources — forbidden channel in recruiting
IT recruiting is a challenging profession. We lure specialists that are often not ready to change jobs, are in high demand and often expect to receive higher salaries than many IT companies can afford.
Our task is to find suitable specialists, convince them to consider the job opening, and, ultimately, accept an offer. And all this we do without making serious adjustments to the company's requirements to the candidate.
However, even without that, our work is sometimes artificially complicated. One such story is the refusal to consider a candidate's CV if it has been published on a popular job board.
This approach is not always justified, and in most cases, it reduces the effectiveness of tech recruiting. Read why - in our new article.
Our task is to find suitable specialists, convince them to consider the job opening, and, ultimately, accept an offer. And all this we do without making serious adjustments to the company's requirements to the candidate.
However, even without that, our work is sometimes artificially complicated. One such story is the refusal to consider a candidate's CV if it has been published on a popular job board.
This approach is not always justified, and in most cases, it reduces the effectiveness of tech recruiting. Read why - in our new article.
Search is only half the battle
To be more precise it's 30% of success. When in-house HR specialists tell us: "we can't accept a candidate's CV because we can find it through public databases," we start to think about the goals of our cooperation.
Working with companies, we don't just look for candidates' CVs, we process them, contact specialists, and motivate them to consider the offer, using the maximum of our professionalism.
Even if it fell out that the candidate's CV was publicly available (although we don't use public candidate databases in our work), this doesn't mean that the company will be able to lure the specialist. In the tech sphere, headhunting is a separate, narrow-focused area of recruiting, which only specialists with serious expertise can deal with.
The CV itself often means nothing. Much more important is how the recruiter works with it, how they communicate with the candidate and what methods they use in order to make the candidate interested in the vacancy.
The CV itself often means nothing. Much more important is how the recruiter works with it, how they communicate with the candidate and what methods they use in order to make the candidate interested in the vacancy.
Why is available to the public CV a stop factor for its consideration?
Why should we pay for a candidate we can find anyway? The task of a recruitment company is to provide CVs that can't be found in the public domain. That's what we pay for.
Most likely such an answer starts up in the minds of the majority of companies that contact recruitment agencies for help :)
On the one hand, this is quite logical. Indeed, what is the advantage of working with contractors if they provide CVs that can be found without any help?
On the other hand, we remind you that the IT sphere is very specific, so there are often cases when a CV from a private database may also be in the public domain. After all, the range of specialists is quite limited, and no one is protected from the spread of their CVs throughout the Net.
On the one hand, this is quite logical. Indeed, what is the advantage of working with contractors if they provide CVs that can be found without any help?
On the other hand, we remind you that the IT sphere is very specific, so there are often cases when a CV from a private database may also be in the public domain. After all, the range of specialists is quite limited, and no one is protected from the spread of their CVs throughout the Net.
It turns out that recruiters have put a lot of work looking for a suitable specialist, used expensive services and their own database, and as a result, they get a refusal to consider the CV because the resume has also been posted on a popular job board?
In addition, most likely such a CV may not have been updated for several years, and there is a chance to find it in the public domain only if the entire in-house HR team of the company will look through the database for several hours every day.
Thus, all our works come to nought just because someone's old CV with irrelevant information is publicly available?
We assure you that the chance to find such a resume on your own is minimal. It's a different matter when you know the name and surname of the author of the resume, of course :)
Thus, all our works come to nought just because someone's old CV with irrelevant information is publicly available?
We assure you that the chance to find such a resume on your own is minimal. It's a different matter when you know the name and surname of the author of the resume, of course :)
We don't use open sources
We admit that we feel a bit aggrieved when we are refused to consider a CV due to the fact that it was posted in open sources and not only for the reasons we've stated above. The most important thing is that we don't use databases of popular job boards in our work.
Diligently avoiding simple ways, working with a large amount of information and selecting the best portfolios for our dear clients, we get a refusal because of a database that we don't even use! Can you imagine the level of our indignation? :)
It is one thing if we work with open sources, trying to simplify our life, but at the same time risk getting a refusal at the namecheck stage, but it's quite another thing when we hear the same reason for refusal without using open sources.
Partnership or Competition?
Our clients are, first of all, our partners. We work together, conduct an open and honest dialogue, help and strive for one common goal - hiring a great IT specialist ready to work for an equally great company.
Therefore, when we are told, "don't use this candidate's CV," we start to think that we are competitors. After all, we have one purpose, and we are working together to fulfil it. Why, in this case, are we forbidden to use a candidate who is not in the client's database, but whose CV is in the public domain?
One gets the feeling that working with open data is a "restricted area", which recruiting agencies are not allowed to enter. This is not entirely correct. It seems to us that the more sources we use, the higher our chances of finding an excellent candidate for our client.
Therefore, when we are told, "don't use this candidate's CV," we start to think that we are competitors. After all, we have one purpose, and we are working together to fulfil it. Why, in this case, are we forbidden to use a candidate who is not in the client's database, but whose CV is in the public domain?
One gets the feeling that working with open data is a "restricted area", which recruiting agencies are not allowed to enter. This is not entirely correct. It seems to us that the more sources we use, the higher our chances of finding an excellent candidate for our client.
This is how IT recruiting works and vice versa: the more prohibitions and restrictions, the lower the chances for a successful task solution.
But the most important thing in this whole story is that despite this forbidden thing in IT recruiting and working with only private channels, we manage to find worthy candidates quickly and efficiently. Try it and you will be amazed at the speed with which we can find even the rarest IT specialists!
Polina Barabanova
Content Manager at Lucky Hunter
Specializes in tech staff recruitment, startups, tech research, career, HR, and news topics. With her expertise, she provides valuable insights and practical advice to navigate the ever-evolving tech industry.
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