Fingerhut Recruiting的动态

Looking for a Job: The Ultimate Paradox Searching for a job feels like a full-time job in itself—but why does it often come with so many riddles? Entry-level roles: Why do they demand 5+ years of experience? Where do we begin if "entry" requires mastery? Misaligned expectations: A "mid-level Project Manager" role lists Senior Engineer coding skills—are we managing projects or writing the software ourselves? Naming and narratives: Job titles rarely match the actual responsibilities, descriptions contradict interviews, and—cherry on top—the compensation often doesn’t match the workload. For job seekers, it's a maze of mismatched requirements and unclear paths. For companies, it's a missed opportunity to find the right talent. Let’s aim for clarity, fairness, and alignment—so we can all spend less time solving the "job-seeking puzzle" and more time doing meaningful work. What’s your take on this? Have you experienced similar disconnects?

I often get asked, "Why do I have to do a technical task when I have already submitted my portfolio?” ?? While your portfolio showcases your best work, it's important to remember that portfolios are often collaborative efforts, enhanced by input from clients and supervisors. Technical assessments allow us to assess your skills independently, giving us a clearer picture of your problem-solving abilities and ability to work independently and deliver high-quality content. So, the next time you’re applying for a job, be open to technical assessments and let your creativity shine through!? #Hiring #TechnicalTests #TalentAcquisition #PortfolioReview"

UPDATED 01/25/2025 - Full Document on John's "Featured" Profile Section. Attention Project Managers Planning a 2025 Career Move! ?? Timing is everything! Here’s a DEEPER LOOK w/R.A.I.D. elements included, in the annual hiring cycle for PM roles in tech, consulting, and software development (applies to those transitioning into PM opportunities as well). ?? Pro Tip: Plan your job search around these cycles to maximize success. Whether you’re a seasoned professional or just starting, timing can make a huge difference in landing your next role. Please follow, share, subscribe, or DM me for support. #ProjectManagement #Careergrowth #hiringtrends #jobsearch

Awesome Post by Ritesh Prakash highlighting the important key elements needed in a Product Manager resume. Thanks Ritesh Prakash for sharing the valuable points #productmanagement #resumepoints #pminterview

Hiring top-tier software engineers isn't a numbers game. It's a talent hunt. The biggest problem? Finding engineers with the *right* experience. Not just experience, but *relevant* experience. This wastes time and money. Stop relying on outdated methods. Focus on skills. Here's how to find the perfect fit: * **Deep Dive into Projects:** Analyze past projects. Look for specific skills. * **Behavioral Interviews:** Uncover problem-solving skills. Assess teamwork abilities. * **Technical Assessments:** Use real-world challenges. Test practical skills. * **Culture Fit:** Ensure a good working environment. Build a strong team. This process identifies hidden gems. It saves time and resources. This refined approach saves you frustration. You build a rock-solid team. The benefit? A high-performing engineering team. You gain a competitive edge. You'll see innovation. You'll achieve your goals. You'll have more success. You'll build a better company. The only way to do great work is to love what you do. - Steve Jobs What's your biggest hiring hurdle? #SoftwareEngineering #TechHiring #TalentAcquisition #HiringTips #DeveloperRecruitment

?? Let’s talk about job titles, role alignment, and common misconceptions in job postings ?? Lately, I’ve noticed a trend where job titles and descriptions are often misaligned—especially when mid-level roles are advertised as "Associate" or entry-level positions. But this issue goes beyond just titles; it extends into fundamental misconceptions about roles themselves, especially in fields like software engineering. For example, there's a common misunderstanding in many job postings that Software Engineering is synonymous with coding. In reality, software engineering is about conceptualizing and designing a project or feature from the ground up, ensuring scalability, maintainability, and long-term success. Coding is a piece of the puzzle, but true software engineering involves system architecture, project planning, and collaboration across teams—not just sitting down and writing code. These kinds of misunderstandings do more than just confuse applicants: 1?? Missed Talent: Talented professionals skip over opportunities because the title doesn't match their level or skill set. 2?? Attracting the Wrong Fit: Entry-level candidates might apply for jobs that require much more strategic planning and project management than they're ready for. 3?? Damage to the Company’s Brand: When roles are poorly defined or misunderstood, it reflects poorly on the company’s ability to manage and attract talent. Candidates start questioning the organization’s understanding of the roles they’re hiring for. 4?? Hiring Becomes Inefficient: When the job description doesn’t match the actual role, recruiters and hiring managers waste valuable time sorting through candidates who aren't the right fit, or worse—hiring someone unprepared for the responsibilities. It’s essential for companies to clearly define roles—both in terms of title and description. This avoids confusion, reflects professionalism, and ensures they attract the right talent for the job. Have you encountered similar issues in job postings? What can companies do to better align their listings with the reality of the role? Let’s discuss?? #JobSearch #Hiring #SoftwareEngineering #TalentAcquisition #Recruitment #JobTitlesMatter #CareerDevelopment #AIwritten

Why to fall for PM career when the real money and opportunities are in dev jobs? Software Engineering Entry Level - 12K+ Jobs Product Manager Entry Level - 100+ Jobs A quick search on LinkedIn revealed these numbers. I understand that LinkedIn Job search results are not accurate/relevant all the time but still the numbers are mind blowing. In general also for every PM there will be 5-7 engineers in a software product team. I think the PM jobs are way too much glamorised. Thoughts?

What's my Hiring Checklist for a Software Engineer? Let me share with you : - 1?? Technical Proficiency ? Evaluate their skills in the required programming languages, frameworks, and tools through coding tests or technical interviews. 2?? Problem-Solving Skills ? Check how they approach challenges and devise solutions. Look for structured, logical thinking. 3?? Communication Ability ? Assess if they can explain complex technical concepts clearly. Collaboration needs great communicators. 4?? Team Fit ? Gauge their adaptability, openness to feedback, and alignment with your company culture. 5?? Passion for Learning ? Look for curiosity and the willingness to learn new technologies, as the tech landscape evolves rapidly. 6?? Experience with Relevant Projects (not always required) ? Ask about past work that aligns with your needs. Look for examples where they added measurable value. 7?? Code Quality ? Review their code for readability, maintainability, and efficiency during technical assessments. 8?? Attention to Detail ? Spot their ability to catch errors and focus on delivering polished, bug-free work. 9?? Problem Ownership ? Look for candidates who take initiative and own their work from start to finish. ?? Cultural Alignment ? Beyond skills, ensure their values align with your organization’s vision and goals. A great hire isn’t just about technical know-how; it’s about finding someone who can grow with your team and contribute to your mission. #Hiring #SoftwareEngineering #TechRecruitment #TeamGrowth #QtecSolution

Senior Engineer: Why haven’t we filled this role yet? Recruiter: We’re looking for someone with 10+ years of experience in a technology that’s 5 years old. Senior Engineer: ... ?? Lesson for Hiring Managers: In the tech world, tools and frameworks evolve rapidly. Prioritize problem-solving skills, adaptability, and the ability to learn—because the best engineers thrive in change, not in checklists. Think about this: Hire for potential, not perfection. Build a team that grows with your technology, not just someone who ticks today’s boxes. The best engineers aren’t defined by what they know but by how fast they can learn.

When hiring someone, both experience and attitude are important, but how much of each really depends on the job and the company culture. If you’re hiring for a technical job like a software developer or engineer, experience usually matters more. Why? Because these roles need specific skills and knowledge, so you’ll probably choose someone with more years of experience and a strong record of doing similar work before. But that doesn’t mean attitude isn’t important?. You still want someone who can work well with others, solve problems, and is willing to adapt. Now, if you’re looking for someone to lead a team or handle customers, attitude can be even more important. Let’s say you’re hiring a customer service manager or team leader. In this case, having emotional intelligence, a positive attitude, and the ability to motivate others can matter more than years of experience. A candidate with great people skills and a mindset that fits the company might be a better choice than someone with more experience but a less flexible or friendly attitude. The company culture plays a big part too... depending on the company's size, establishment, and learning opportunities. A good hire is someone who not only has the skills but also the right attitude to grow and contribute. #hiring #hire #job #skill #experience