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The ideal salary isnt the average salary you find on the internet. If every employer is moving forward with the hiring process after hearing your expectation, you are underselling yourself. the ideal salary is the salary 60%-70% of the employers reject you because they think its too much for them, its best to determine that salary by negotiating as many employers as possible find that sweet spot, dont worry about getting rejected because of your expectation, its a good sign that you are not underselling yourself, so just say a single number and charge them high decrease it for the next employers if almost none of them accepts it until you get 60%-70% rejection. Dont ask their budget to let them set your value, find your value based on the market reaction to the price you state.

The amount of hoops that one must pass, just to survive in this world, is insane! I wonder what would it take to bring all of you back to reality? A global crisis? Recession? War? The pandemic didn't seem to work...

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Great insights. What would you like to suggest for those change the career path? You mentioned that the recruiter is looking at the perfect fit for the puzzle. Im switching my job to tech from business management. But obviously my education background and previous work experience don't fit the puzzle perfectly. And advice?

Hi Farah..thanks for the video..

The hiring process has turned into a reality show that makes or breaks people's lives in our modern times.

Why is everyone ragging on this lady giving us great advice? lmao. Obviously, if she worked as someone who hired for a FAANG, she knows what she's talking about. And she mentions things out of our control. Four crying outloud people. Relax.

What if I don't have data points for the work I have done, because I didn't stay long enough to see the results or didn't gather them or the project was cancelled, etc?

I know first hand when it comes to federal contract jobs: recruiters AND hiring managers at the companies are even less qualified than the candidates and do not actually know what the job description should be… On the other hand, unless you know someone at the company: you’re not getting hired for a role unless you know someone.

Hey Farah, really nice video ! I was wondering if I could help you with more Quality Editing in your videos and also make a highly engaging Thumbnail and also help you with the overall youtube strategy and growth ! Pls let me know what do you think ?

Intro isn't quantified, Many years?? I'm sorry you are rejected.

ehm nope, those answers are so fake … maybe works at google but not in the real world

If it's not gonna take more than an hour why is it not part of the in person or video interview? If a dealine is in 24 hours, that's 24 hours worth of work, even if it takes you 15mins to work. If a freelancer charges 10/hr for work and the work takes the 15mins to do, how much should the bill you? Same problem here.

Currently being fast track 🙌🏾🎉🎉 for my first cybersecurity role. They called me today and randomly interviewed me, then a second interview on Monday morning @8am

Farah - We are required to prepare resumes for different roles by identifying transferrable skills. Such resumes will never be a perfect match. Please advice ! For example you have worked with internal customers and you are looking to apply your skills in a external customer facing role

I hate the thank you letter tradition. It made sense when it was physical so required effort. Now it's just going-through-the-motions so feels meaningless.

Farah, great video. Very well put together and a lot of good tips. As a high level recruiter with a lot of experience I wonder if you can maybe speak a related element of recruiting I've always wondered about. You briefly touched on recruiter metrics (OE / OA). But you also mentioned fit, retention, and onboarding time. Have you seen / are you aware if it is becoming common for recruiting to be measured on employee retention (i.e. % that are retained within the probation / first year period) &/or onboarding time? It would seem that this, far more than OE/OA would be an appropriate metric as we're ultimately looking for a successful hire that's productive as quickly as possible, as opposed to simply how fast or how often we're able to make offers and have them accepted.

As a Software Engineer, is it important to add tech details about projects, such as the dev stack used, Java, C#, C++, React?

lol your thumbnail is almost a Tech Lead video

Thank you, great video on writing cover letters and resumes. Should I start a new chat when applying for another job or continue on the same thread? Also, when should I clear out chat memory?

A simpler way of doing it is to ask for your current salary if you've been made redundant or 20% uplift if you are moving to get ahead. Not worth moving for less. What I notice with interviews is that if they want you they won't play games.

Googlyness = age < 35.

Puffff. The moment you say " ace this question" ... Obviously you are implying an assessment, which means yhe recruiter will screen candidates by that as a market research.... Very dishonest and not an opportunity to the future employees. Several times in the past recruiters have called me with this nonsense of a question, sometimes I've been honest and others asking a 1mill.... Their reaction is the same: they are just filling numbers to show they are working. Only time i take thus as a serious question is when there is already a willingness to draft a contract, all the rest is a smoke screen

Those are really helpful insights for me , Thank you, Farah, by the way, will the recruiter read the cover letters when they screen all the applicants?

that hiring manager is likely a villain boss

To get any corporate job you absolutely MUST know the right people.

TBH Only thing “perfect fit” means in this context is “unicorn”. Good advice for applying to companies LIKE Google, who get thousands of applicants a day, but if I only ever applied to companies where I met 100% of the qualifications I would never have gotten a job or moved up. “Awh, sorry! Let me use this specific software for 2 years before applying…”

Where is the band where women make 65% of what men make?

6:37 yeah i have liked and subscribed😊

How important is it to have a cover letter, does it really help?

How do you find out the culture of a company without being in the company?

how does anybody get a job with these requests

the form only allows 20 characters, for the salary expectancy

i have one in 30 minutes

Then if looking for “qualified”, maybe try not listing all possible words that could be as a net . In technical side listing c#, Java, vue, razor, angular, react, c++ etc. needs to be defined more clear. It’s not just a word match… see this all the time,and then after multiple interviews, recruiters and companies wonder why nothing works. I could say so much more. But won’t do any good unfortunately

Systems that can’t parse more than one column is just lazy on engineering side.

When you say you can negotiate sign-on bonus for Google based on ramp-up time, can equity package be negotiated as well or is that also "non-negotiable"/locked by performance? Sounds like Hiring Manager has a lot of say in this process - so it's possible to negotiate up TC without even having counter offers?

2:18 4:41 6:53

I was a crypto trader. Should I say that?

If you are in France, they might actually not bring you utensils 😂😮

"We want to make sure the candidate isn't someone who is in their own little island, not working with the rest of the team" Proceeds to fortify the recruitment island with castle walls and artillery cannons. Fires at anyone swimming to the island "I knew you were an unprepared island dweller antisocial lone wolf person!" Swimmer scales wall and starts asking why swimming to the remote island and navigating through artillery and castle walls along the entire beach is relevant to their ability to sit at a desk with a team of people to design large scale highway infrastructure on the mainland Technical interviewer kicks the door open and appears from the hut in the center of the island "Heh actually kiddo, literally everyone I see has no problem with the swimming or the walls or the cannons. I see dozens of people. So actually if you can't even do that, why should I waste my time with you? Anyway, it's easy!" (pulls out jetski with a grappling hook attached) "All you have to do is spend several thousand hours inventing one of these yourself and it's actually really easy to get to the island. Your complaining is irrelevant in invalid." He drops his ID, showing his hire date was when the island was connected to the mainland and all you had to do was survive a friendly meet with a philosopher who asked fun trivia questions. He picks up his ID. "Now I see you're wearing a swim suit and flip flops. I'm going to have to dock points off for that. Very unprofessional. You should be wearing a full scuba suit and reveal you're wearing a full professional yet casual tuxedo underneath during interview. I'm going to have to give you a less than average score on... (looks at categories on the interview checklist) uhh... problem solving I guess I'll put it there. " "Also your planning for how you were going to tackle this expedition was poor. Despite you planning it out correctly and accurately, when I said your interview test would be on an island, you failed to ask what kind of defensive measures we would have installed. Even though you were able to get past them successfully, that was probably a one off luck with nothing related to talent or skill so I'm just going to ignore that performance for your interview score." "Finally, when I asked (basically gave you the answer) if you could get to the island any faster and you said you could by using rocket propelled devices, which was the correct answer but again probably random luck and not expertise so 0 points, I asked you how you could implement a Javelin system. You asked what a Javelin was, and I gave you 20 minutes of silence for you to figure it out which you couldn't. It is so obvious, I'm thinking of the answer right now and you still don't know." He goes on. "All you did for those 20 minutes was ask clarifying questions for me to elaborate on what it is, or to explain it, to which I was thinking the answer. When I told you what it was by saying it was a MANPAD, you asked what a MANPAD was clearly indicating you have 0 experience in modern military weapons. How are you going to design highways without knowing what a Javelin missile system is. Then again you by random luck invented on the spot what a Javelin is and correctly implemented it. Probably luck again, so 0 points. And we're looking for people to know what a Javelin is, not people inventing an identical system on the spot. You should have this memorized before hand." He then proceeds to demo how easy the interview is by taking a helicopter to the mainland, and then taking his jetski in the exactly memorized path where he set the artillery to fire, and then uses a javelin to take down a random section of the wall where all the flammable shells were located which he hits at full speed on his jetski, blind through the smoke, and lands at the same spot. Taking off his scuba suit to reveal a tux he says the magic word 'Javelin' while out of breath, and clicks his stopwatch. "See, it's easy." The next guy sees what he did and perfectly copies it. "0 points banned. Blacklist this guy! All you did was copy me! You have it memorized, that's cheating!"

There is nothing to assess from this question other than to see if the employer can hire an employee for as little as possible. This is not a candidate skillset evaluation question posing as a salary negotiation question. It is a trick question intended to put candidates on poor footing in the interview.

A tech tip for 13:03: If you save as PDF without Acrobat Pro, your hyperlinks will vanish. Even if you have Pro, remember to save as PDF via the Acrobat Ribbon in Word. "Print as PDF" will also remove your hyperlinks.

The whole video is great. But the best piece of "insider" tip ever was at 13:20 - 13:46: Workday can't parse tables and columns!? There goes my nice Latex-built clean but two-columned CV...

Why are you an ex employee?

Great video Farah! Was curious to know what rough percentage of resumes reviewed are coming via referrals and how many would come from open applications ?

In your resume video you say to not keyword stuff the resume. Is it then OK to use keywords in the linkedin profile, am I understanding this correctly? Cause that is great if so.

I'm 30+ years old with multiple degrees and certifications, the most true thing I've seen across all industries I've worked (hospitality, game development, fashion, video editing) is that it is always more important WHO you know rather than what you know. It really is a closed circle for those who work in an industry and only with friends inside can you hope to crack the door open. If you don't, it's going to be side hustles until you make friends with someone who is inside the industry you want to work.

Headcount planning… that sounds horrible. We’re in a ranch or what? This blabla is mid level management spiel. It’s so technocratic, it’s not to be used in a real human conversation. Please, RH, stop being technocrats and be what you’re supposed to be, good at human interactions, evaluation and on-boarding. Don’t throw these horrible questions at people just to check a box on your form. People who know how to answer these aren’t necessarily the talent you’re looking for. They’re just good at mastering the technocratic nuances of a big corporation… pretty meh. And the good tip is what seems obvious, ask them questions, get them to talk. They will tell you what they are looking for. Then you can decide it that’s compatible with what you are looking for. Recap, it’s not a trick question, but it’s a really bad question and shows the interviewer isn’t very good.