Recruiters working in technology these days feel lucky to get someone on the phone, or to receive so much as an email as a response.
Tiffany Dyba, a recruiter working on contract with a tech company on the West Coast, sent out a mass blast on LinkedIn in January, tailored to reach data analysts, free of friendly, conversational fillips. Data analysts, they just want the data. "Hi [name]," Dyba wrote in the message. "We're looking for a talented Data Analyst to analyze huge data sets, build predictive models, and help us drive growth. I thought you could be a great fit." She listed the job's selling points.
Dyba estimates that she sent the listing to about 75 prospective hires and received back maybe five responses, three of which were either a brief "no thanks" or the simple declination of her InMail message.
Jana Rich, chief executive of Rich Talent Group, a recruiting firm, says it sometimes falls on her to have what she calls "the truth talk" with a chief executive or board member: to break the news that qualified candidates have multiple — or sometimes preferable — opportunities. Now, she gently explains, an employer might have to think about taking a leap of faith on someone very talented but slightly less experienced.
From The New York Times
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