In the startup community, we often say: hire slow, fire fast.

And this principle makes profound sense, and is generally at odds with the KPIs of recruiters to hire 'fast'. There are more such contradictions at the interface between the business and HR worlds (bum!).

And how can a company that already has a team of dozens of people be organised without having people solely responsible for HR on board?

I originally wanted to give the title "Ghosting in the time of the plague". But I hope we're past the plague. And that in the plague, ghosting was not as terrible as it is now. In the "post-Covid" time it just became the worst ever.

The year of remote working. 2020 exposed most of the weaknesses of companies in the HR area: an initial salary freeze with the rising cost of living, insufficient protection for employees in a pandemic situation, a mismatch in the company culture of employees recruited and working remotely, employee burnout.

In recruitment, you can automate much of your work. You have quite a few solutions to choose from, and decision what to use will depend on what positions you are recruiting for, what budget you have and how processes in your organisation are set up. 

But what if you don't have the budget and the ability to work with a sophisticated and expensive ATS or other tools? You are a freelance recruiter or you work for a small company - and still want to make your job easier?

I had a chat with Tomek, a Java programmer. Tomek has been working for a bank for 7 years. 

- Tomek, tell me, how many messages have you been getting on LinkedIn from recruiters lately?

- A few, well...  like five or six, you know, I don't count it exactly.

-  Weekly?

-  No daily.

WOW!  

Are you a novice IT recruiter and wondering which technologies are worth specialising in today?

You're probably already familiar with the division into positions related to software development and positions related to infrastructure. You are probably familiar with the Java ecosystem and the Microsoft (.Net) technology ecosystem.

Whether you work as an agency recruiter or as an internal recruiter, the most important success factor in filling the vacancy you have been assigned is the ability to have a factual, in-depth and open conversation with the manager directly hiring the candidate („the hiring manager” or „HM”).

There are often tensions between agency recruiters and internal HR. This is caused by several factors.

This post is a personal and subjective one. I also hope that it will generate a number of comments, that you, my dear readers, will share your insights and opinions.

First a note: I have selected these 7 books from dozens of items from my library on Kindle relating to the recruitment and recruiting industry. I tried to choose titles that best show what the role of a recruiter is - working within the company's structures or on the side of a third-party recruitment provider, and which help to fulfill this role best.

In recent months (already in 2021), I have twice come across the opinion that a recruiter working in the IT industry does not have to be "tech-savvy". Once it came from an experienced software development manager, the second time I heard it from a well-known American Youtuber.

If your company works remotely and you're wondering why it's hard to "catch up" with some people online, and managers complain about not getting assignments done on time, keep reading.  These hints will save your time, money and energy spent on the recruitment process and onboarding the wrong person, in this case, someone who has multiple full-time remote jobs.  This text will be useful for people who recruit not only for IT.