What I am puzzled about is the sheer amount of recruiters who somehow are able to make ends meet being a middle-men in the market. I used to be a sales guy, and thats what I did on linkedin in 2012. Spamming people with offerings, but at least I tried to take time to see if it can be relevant to them.
I am getting interview requests for accounting, NFT production, opera singing, speaking at a slingshot conference and one that really shook me was army consultant for gun law in southern-Europe.
I guess part of the issue are incentives. Companies willing to pay recruiters to spam as many candidates as possible to get some numbers in and fill in the OKRs for the quarter. --- Doesn't have to be a tech solution, but curious if anyone thought about ways of fixing it?
To clarify, I mean both experience for companies looking for candidates as well as candidate process of finding opportunities.
Recruiters operate as call-centres, staffed by salespersons with no real IT knowledge nor understanding of how technologies are actually used. The AI software recruitment companies use is no better than some keyword matching, scoring system.
To do technology recruiting well, the "consultants" need to be experienced in their field. But such people are unlikely to be motivated to cold-call, etc. I see it as a problem whose solution is to do things that don't scale.
Recruiters play a numbers game. The more potential candidates they have in their database the better their chances of filing a job. People looking for jobs themselves often play a similar numbers game, applying to hundreds of jobs, and many online job boards play the same game, listing as many jobs as they can find (or scrape) and building an audience of job seekers.
We don’t all know that “recruitment is broken.” If you only see recruiters as a source of unwanted emails you might get that impression. But recruiters only need to place one person in the jobs they have to fill to succeed. Emails cost next to nothing. In fact recruiters can do very well if they provide value to companies who use them to recruit.
All you need is a cheap call centre, some pseudo keyword matching software, and employers willing to pay money. The product is of course the applicants (that's us).
If you want me to create an account and do a formal application during the interview stage, that's fine, but not before the resume review.