I’ve been a technology and executive recruiter for the past 14 years. During this time, I’ve observed several major problems with the overall recruiting process. I’d like to focus on one in this article — job descriptions describe what a candidate needs to know, and some of what their responsibilities will be, but they are generally very poor at conveying the full scope, meaning and impact of that role to the organization.
When interviewing, people at maximum spend only a few hours getting to know about the company, the role, and often only a handful of team members they may end up spending most of their waking hours with for the next several years, and they receive very limited information about the types of technologies and processes in place at these new companies. This is not an effective way to hire. This needs to change.
In an effort to educate prospective candidates more thoroughly about the environments they’ll be working with, and the people involved, specifically their thoughts on the software architectures they have in place or have planned, we’re looking for hiring managers to describe this in more detail, so that prospective candidates will become more interested in their company and any job involving their area of interest, for the longer term.
Interviews are more substantive when these architectural designs are described in detail, when the candidate can look more through the eyes of the strategists governing design decisions, when they describe how they develop and deliver tools to the business consumers of their data, and end users, and in general, when more info is shared by technologists about the work they may end up doing within an organization who is to be their future employer.
DSJ is dedicated to explaining the data related infrastructures and architectures of the companies that hire in this area.