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Thank you so much for joining us!
Samuel: Thank you for having me! I’m always happy to share some insights on what it is to be in the recruiter’s seat.
Samuel: After getting my Bachelor’s Degree in Human Resources, I got my first job as an HR Advisor, and I quickly realized that something was missing. I’ve always been a bit of a geek. Back when I was a teenager, I remember playing around with my PC, disabling things, playing on the terminal, learning about the different OS, and getting introduced to Linux. Growing up, my interest shifted a little more toward design and human-computer interaction.
After a year in this role, I clearly knew I wasn’t where I should be, and I made a move into consultancy. I worked on my very first technical recruitment projects in the following months.
Samuel: I always had trouble accepting incoherent processes. I like debating and pitching ideas that defy standards, and I’m known for my ability to find opportunities everywhere I can.
I was raised in a rather conservative family, so you bet that those qualities definitely got me into some trouble! While it kept my mind sharp, I never got to really be who I wanted to be. Start-ups and technology companies embrace an approach based on agility and trust. This culture made me realize that my ideas matter and made me feel safe enough to be my true self.
Samuel: While sometimes tech may be depicted as the villain tracking you down and stripping you from your right to privacy, we shouldn’t forget that technology in the hands of the right people can be used for the greater good.
There’s one thing that makes people want to join Dialogue, and it’s the desire to have an impact. Working in tech and helping your engineering and product team deliver awesome products for the greater good is rewarding, and I’m grateful for that every single day.
Learning continuously is also one of the top perks of the field. My never-ending curiosity is also well fed by the teams I work with. Whenever I’m discussing with a candidate or a colleague, my goal is to make sure I can deliver a high-fidelity portrait of our business, and becoming a functional partner for my stakeholder really helped me level up my game.
Samuel: They don’t call it a programming language for fun. The technical field is vast and you will get lost in a sea of buzzwords. My advice: ask questions, you won’t look dumb, and you’ll be perceived as genuinely interested.
Learning takes time and you should accept that there are things you won’t understand from day one, or even on day 90. However, it will give you the biggest edge ever over all other recruiters:
Samuel: I honestly think that companies and their recruiters are, most often than not, their own roadblocks.
Software engineers, architects, agile coaches, DevOps, all of them really, just can’t deal with the number of cold and un-personalized messages they receive every single day.
If your in-mail subject line includes the word “opportunity” or a variation of “Secret Client I Can’t Name But Who Is Really Cool,” stop, you gotta go back to the drawing board.
If your reach-out messages have no personalization and include either (or a combination of):
Stop, and take a moment to think about how the person you are trying to reach out to would like to be addressed. The ROI you’ll get from catering your message to the right audience is, and by far, way higher than the one you’ll get spamming the hell out of 10 000 software engineers.
2. We have overcomplicated our recruitment process, and in an era of talent shortage, less is more.
Our recruitment processes aren’t efficient, and we have to adapt them to the people we are aiming at hiring. Your mission can be resumed to one simple thing: bringing in the right person, at the right place, at the right time. Your team supports the business objective by making sure we bring in the right talent, and therefore our processes should be built to measure exactly this.
3. We should aim at being better business partners.
We are market experts. As technical recruiters, we develop our ability to be functional within our engineering business units. You know the language of the people you are recruiting and have a strong grasp of the business strategy and the structure of the product.
As recruiters, we are strategic thinkers. We have a global vision for our organization, and we multiply opportunities for both our candidates and our stakeholders.
Finally, we are thought-leaders. We open the mind of the people you work with in order to build better, stronger, and more diverse teams.
Samuel: You should never accept to adopt values and actions that you do not want to endorse. Do not accept undue pressure and listen to your own moral compass. It will be your strongest ally when comes the time to make decisions.
You will also need to find purpose in what you do. Finding purpose in what you do is fundamental, and you should walk away from situations and people that push you away from your right to fulfillment.
Finally, follow leaders and companies that are courageous. A company that knows its purpose and respects itself, whose values and mission are inspiring. Follow leaders who are creativity catalysts, unafraid to take risks; fearless in front of challenges. Above everything, celebrate and value your “wins” and forgive yourself for your failures.
Samuel: https://www.linkedin.com/in/samuel-recruits/
Thanks, Samuel for joining us! Your realistic yet relatable take on the ever-changing tech recruitment is refreshing.
Really enjoyed your approach to personalized, uncomplicated & functional ways of tech hiring.
