Comments by "ForgottenKnight1" (@ForgottenKnight1) on "What the Recruiter Says u0026 What It Actually Means" video.

When I had my own software company before the company I hired an agency to do my recruitment. To put it short, they did a SHIT job. Two months passed and nada, so I fired them because the skillset I was looking for was quite common, I just did not have the time to do it myself. Eventually I did it myself and surprise and miracles, it took me a week to fill all 4 positions that I had left.
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1. Your first assumption/question is wrong. As a professional, I could care less about your company. I care about the specifics of the project and team that I might be working with. In fact in 10+ years of career, I never cared once about whatever company I was working with. 2. If you look at a CV and you don't see all mandatory skills, why do you even do the call? It's a waste of time. The interview might very well end right here, at this point. But no, it gets better. 3. That is actually a decent approach. 4. This is the first useful tip of the video. Also, I expect the times when at least a mandatory range must be put on every job offer. It would solve a lot of low balls. 5. If you need 5 to 7 minutes, why do you make a 30 minute interview? It's a waste of my time. 6. This is the second tip, but not always. They might try to low ball your offer later before signing the contract. It actually happened to me. Some advice to interviewers: If you have a job offer with mandatory skills, list all of them and make sure you don't do a shit job screening people. Put a salary range on the job description, because you definitely have one set before going public on the market with the offer. If a person is not a fit, learn to stop the interview properly so you don't waste people's time and money with useless interviews.
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@katr.2666 Don't get me wrong. I will read about your company because I don't like going in like a bloody amateur, I just don't care about your "vision". I'm here for the project and the tech, the rest is PR fluff and I'll leave that to the HR department and the management to sell to their clients.
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Yes, you were a backup option, their primary candidate flopped and now they are resorting to plan B, which is you. Unless you already have a job, politely decline them.
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@ThePrimeMinisterOfTheBlock Seems you got point 5 pretty well :)
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@user-jn4sw3iw4h 1. Of course we deal with it, I was just picking on them how funny it sounds most of the times, especially with recruiters who don't have yet a lot of experience, you can see how hard they try to oversell the position, like, come on, application building might be interesting, but it definitely won't make my heart skip a beat :))
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@ThePrimeMinisterOfTheBlock The issue is speed of response. If it takes you 2 months to process one initial HR interview feedback and schedule another, you are slow as a snail and nobody got time for that.
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