These recruiters and hiring managers are crazy people. They think they are looking for someone to marry. Forget unicorn, if person wants to work, give them chance. Stop looking for perfection.
Dude they have responsibilities to their shareholders, the government (regulations and acquiring government contracts), suppliers, customers and fellow employees
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
I regret wasting my 20s on job hunting and corporate jobs. My life has significantly improved since I started working for myself. It was not easy, especially at the beginning, but in the long run being an employee is 100% harder imho.
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…”
It's not just Google & the big ones. There's a good number of organizations that - as was mentioned - are *required* to only hire you if you meet the qualifications. Another massive category of organizations in this area are those with unions. Hiring managers / recruiters won't be able to pursue you if you don't meet the qualifications as they will not be able to defend why they hired you as opposed to the other candidate (internal or external) that had the qualifications (whether or not you are, ultimately, a better candidate and fit).
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...
Lesson 4: So you have to be the perfect piece of the puzzle to fit in with your future team colleagues who might quote "lack some technical skills"? Where were these demands when those guys were hired? So you have to be perfect, but it`s not expected for the current employees? Is this the correct interpretation?
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.
qualified - who have already done it , similar responsibility or less responsibility(as they had more experience) but it doesn't cover let's someone with intern experience applying for fulltime - that's why i hate some companies & i would reject those HRs
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
Interesting. This is why many companies cant keep their employees and are constantly hiring for the same position. They find the perfect fit with x amount of experience. The new employee continues the job search with objective of higher pay “same position” and uses the current job to offset personal life costs. Until he finds something better Then said company is hiring again 3-6 or 9 months later. Recruiters and or companies continue to repeat the same mistakes due to finding “the perfect” basically, no applicant that is not lacking “anywhere”. They should be looking for something that needs room to grow and gain valuable experience so that they remain and not leave. This whole idea of “saving money” by hiring someone with the experience is non sense. Companies will spend a lot more money continuously hiring people when they could have just kept someone from the beginning if they actually consider some logic during the hiring process.
"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!"
I hate the salary expectations question. I expect $25/hr but since I’m in a middle of career switch, I have to start at entry level and it’s at $14-16$ which is stated sometimes on job description. So I go in and lie😅 work for them for a year and use those skills to go elsewhere till I’m at the payrate I want. 🤷🏾♀️
If the ATS isn't used to automatically filter out, why does it matter if the system can't pull the information out of your resume. Why does the system need to pull out the other information when you upload the resume. Name and E-mail should be enough for tracking.
You need to watch my other videos where I explain ATS systems. It’s a TRACKING system NOT a DECISION making system. Extracting data aka parsing data has nothing to do with filtering candidates out. It helps the system do things like schedule interviews, send emails, track correspondence, etc
Have you ever had delays because you needed to reach your hiring manager for feedback but they were no where to be found and lost an opportunity to hire a star?
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?
Interesting. This is why many companies cant keep their employees and are constantly hiring for the same position. They find the perfect fit with x amount of experience. The new employee continues the job search with objective of higher pay “same position” and uses the current job to offset personal life costs. Until he finds something better Then said company is hiring again 3-6 or 9 months later. Recruiters and or companies continue to repeat the same mistakes due to finding the “perfect fit” that is not “lacking anywhere”. They should be looking for an applicant that needs room to grow and gain valuable experience so that they remain and not use the job as a short term use. This whole idea of “saving money” by hiring someone with the experience is non sense. Companies will spend a lot more money continuously hiring people when they could have just kept someone from the beginning if they actually consider some logic during the hiring process.
Any job that requires multiple interviews I turn down. I value my time and thankfully make enough not to worry about that stuff. The key to good jobs is networking/skills. If you lack the skills networking can get you the job if you lack at networking skills will get you the job. At the end you mainly need someone to get you in.
AI will replace software engineers soon some say. HR systems are not able to parse two-columns resumes ex-google recruiter says. My experience is if you are a GOOD engineer you will get a job.
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 ?
When they look you up and down and realize you won't be a DEI hire... Not much you can do there... That's why I include my picture on my CV. If you're going to screen me out based on how I look, I might as well save us a bunch of time.
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?
Love your videos! I think I'll make an appointment with you 😊. One question - would you approach a company you'd like to work for, even if there’s no job posting that matches your skills?
Ok - give me an example of how a typo in a resumé ended up costing lives!? And then proof to me that for all major incident that ended up costing lives, all participants had typo in their CV! Because if a good potion of candidates had a perfect CV but still costed lives, then perfect CV also a red flag. Does that sound crazy? if so, then stop correlating typos in CV to work casualties.
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
Sorry I can’t advise because I don’t have enough information about your situation and therefore it would be irresponsible of me to give guidance. If you’d like a 1:1 you can book it here: stan.store/farahsharghi
Always appreciate your information. I'm doing exactly what you're saying in your videos for my LinkedIn profile as well, but I've only gotten recruiters to view and search for my profile. None has actually reached out for an interview. Is there something else I am missing? Could you look at my resume? I'm trying to get a job as a Data Analyst.
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.
Recruiters aren’t responsible for retention, they don’t report to the recruiter they report to their hiring manager. Recruiting hands candidates off to them and Human Resources. It’s up to the hiring team to make hiring decisions based on interviews
It's a shitty game and detriment to your life to decide to remain an employee. How can you find the right fit by "judging someone from a resume" or "a quick glance" to determine someone fit for a role? It's nonsense, to reject someone because they don't fit into "the composition of the team." WTF does that even mean? Innovation does not happen because the same cesspool of people all of a sudden figured it out. 9 out of 10x, an unlikely perspective brought intelligence to a lackluster situation. Google laid of so many people because they were mediocre and not progressing the company in higher ways - individuals who clock in and do their job and use the fact that they work at Google to perceive that they are more qualified than others.
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?
Hi Farah, Recently one of the google recruiter contacted me for a position and asked me to fill the appilication. I did apply for the req, now it's been 1 week didn't get any mail . what do i do now ?
hello sorry but nobody answers the questions on role fit position details too. Only price. I asked a lot of time and companies move to technical interview as only testing like student. Interesting days. They do not answer the specific questions for position.
Oh, you mean like me as a female Iranian American over a certain age? As someone who has dealt with discrimination my entire life and worked primarily in male-dominated fields, I completely understand where you’re coming from. It’s frustrating when things outside of our control seem to dictate opportunities. But while we can’t change those factors, there are ways to navigate the system, leverage our unique strengths, and push forward despite the challenges. I’ve found that focusing on what we can control-our skills, our network, and our resilience-can still open doors and create opportunities, even in the face of bias.
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 ?
Preparing for an Accenture interview is a great opportunity! Here are some tips that might help you: 1. Understand the Interview Process: Accenture typically has a multi-step interview process, including an online assessment, a technical interview, and an HR interview. 2. Brush Up on Technical Skills: Focus on coding, algorithms, and data structures, as technical questions are common in their interviews. 3. Practice with Mock Interviews: This can really help build your confidence and improve your performance. 4. Research Accenture: Make sure to learn about the company and the specific role you're applying for. Understanding their values and culture can give you an edge. 5. Prepare Questions: Think of insightful questions to ask your interviewer. It shows your interest and enthusiasm! If you’d like more personalized help, feel free to click the link in my bio! Best of luck with your interview! 🍀
@@Farah_Sharghi thank you for your wishes And one more thing I have watched many videos on RUclips but the content you are providing is really rare and important.
When the day arrives that a hiring manager can make up their minds, be completely unbiased and not change requirements is the day AI will take over recruiter duties. Until then. Not happening
Hi Farah, hope you are doing well. Have been following you since more a month now and your videos have introduced me to a new perception for applying jobs. I have one single query which is making me struggle since a few weeks. Tailoring resume to every job description is becoming too hectic when I am coming across more than 5 to 7 job opportunities every day that coincides with my skill-set. Tailoring the resume to each of those job descriptions is becoming too much time consuming. What should be the effective approach? Did I get the whole tailoring thing wrong? Please help me
@@Farah_Sharghi Thanks Farah. Now it sounds more realistic. Can you tell me a bit on how to segregate the jobs into different family? Is it like Back-end Developer, Full-Stack developer are two different job families? In that I can apply on every back-end developer position with a single version of my resume. And do those keywords like “Great attention to detail” and “Incredible team player” are important to add onto resume?
I followed your tips on how to answer the question about salary compensation and it was dead on! Thank you for providing practical advice Farah!
Nice! Glad I was able to help you! 👏🏼
The hiring process has turned into a reality show that makes or breaks people's lives in our modern times.
These recruiters and hiring managers are crazy people. They think they are looking for someone to marry. Forget unicorn, if person wants to work, give them chance. Stop looking for perfection.
They are not crazy! It's their jobs and responsibilities to find the perfect fit, based on the organization & hiring managers' needs.
Dude they have responsibilities to their shareholders, the government (regulations and acquiring government contracts), suppliers, customers and fellow employees
@@moonsmoving7539there are no perfect fits, there are only 80% solutions, besides a perfect fit will not be able to flex in ambiguity.
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
Nice!! 👏🏼👏🏼👏🏼
I regret wasting my 20s on job hunting and corporate jobs. My life has significantly improved since I started working for myself. It was not easy, especially at the beginning, but in the long run being an employee is 100% harder imho.
That’s so nice!!! I am trying to do that as I’m less excited about corporate jobs.
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…”
It's not just Google & the big ones. There's a good number of organizations that - as was mentioned - are *required* to only hire you if you meet the qualifications. Another massive category of organizations in this area are those with unions. Hiring managers / recruiters won't be able to pursue you if you don't meet the qualifications as they will not be able to defend why they hired you as opposed to the other candidate (internal or external) that had the qualifications (whether or not you are, ultimately, a better candidate and fit).
@@cpattullo1 the problem is also hiring manager is unrealistic about qualifications , and therefore it complicates the process
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...
Lesson 4: So you have to be the perfect piece of the puzzle to fit in with your future team colleagues who might quote "lack some technical skills"? Where were these demands when those guys were hired? So you have to be perfect, but it`s not expected for the current employees? Is this the correct interpretation?
Competition keeps getting higher and higher, great if you are a manager/business owner
that hiring manager is likely a villain boss
The candidate dodged a bullet.
@@dolapoalli467 true
People still wants to work for Google despise all those layoff?
Seeking unicorns. Or "It's not what you know. It's who you know."
I thought this is a clickbait but this video has a lot of useful information. Thanks!
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.
Systems that can’t parse more than one column is just lazy on engineering side.
qualified - who have already done it , similar responsibility or less responsibility(as they had more experience) but it doesn't cover let's someone with intern experience applying for fulltime - that's why i hate some companies & i would reject those HRs
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
Extremely helpful. Thank you for posting!
Interesting. This is why many companies cant keep their employees and are constantly hiring for the same position.
They find the perfect fit with x amount of experience. The new employee continues the job search with objective of higher pay “same position” and uses the current job to offset personal life costs. Until he finds something better
Then said company is hiring again 3-6 or 9 months later. Recruiters and or companies continue to repeat the same mistakes due to finding “the perfect” basically, no applicant that is not lacking “anywhere”.
They should be looking for something that needs room to grow and gain valuable experience so that they remain and not leave.
This whole idea of “saving money” by hiring someone with the experience is non sense. Companies will spend a lot more money continuously hiring people when they could have just kept someone from the beginning if they actually consider some logic during the hiring process.
Wow! This is super insightful
Glad you like it!
"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!"
I hate the salary expectations question. I expect $25/hr but since I’m in a middle of career switch, I have to start at entry level and it’s at $14-16$ which is stated sometimes on job description. So I go in and lie😅 work for them for a year and use those skills to go elsewhere till I’m at the payrate I want. 🤷🏾♀️
If the ATS isn't used to automatically filter out, why does it matter if the system can't pull the information out of your resume. Why does the system need to pull out the other information when you upload the resume. Name and E-mail should be enough for tracking.
You need to watch my other videos where I explain ATS systems. It’s a TRACKING system NOT a DECISION making system. Extracting data aka parsing data has nothing to do with filtering candidates out. It helps the system do things like schedule interviews, send emails, track correspondence, etc
@@Farah_Sharghi Ok thanks, but that means I shouldn't worry about one column or two colums and how it parses the information.
Have you ever had delays because you needed to reach your hiring manager for feedback but they were no where to be found and lost an opportunity to hire a star?
Yes
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?
Interesting. This is why many companies cant keep their employees and are constantly hiring for the same position.
They find the perfect fit with x amount of experience. The new employee continues the job search with objective of higher pay “same position” and uses the current job to offset personal life costs. Until he finds something better
Then said company is hiring again 3-6 or 9 months later. Recruiters and or companies continue to repeat the same mistakes due to finding the “perfect fit” that is not “lacking anywhere”.
They should be looking for an applicant that needs room to grow and gain valuable experience so that they remain and not use the job as a short term use.
This whole idea of “saving money” by hiring someone with the experience is non sense. Companies will spend a lot more money continuously hiring people when they could have just kept someone from the beginning if they actually consider some logic during the hiring process.
Wow!! That's fantastically True!!! A++++!
Very informative and engagingly presented. Thank you!
Oh Farah, you're amazing. Thank you very much for bringing this insightful content for us
God bless you ❤
Any job that requires multiple interviews I turn down. I value my time and thankfully make enough not to worry about that stuff.
The key to good jobs is networking/skills. If you lack the skills networking can get you the job if you lack at networking skills will get you the job. At the end you mainly need someone to get you in.
Wow! Absolutely amazing tips! Thank you! I've seen tons of these types of videos and this is definitely a hidden Gen that shouldn't be so hidden
Thanks! Glad you like it and you found it helpful. Rising tides lift all boats!
Love form india ❤, you don't know how much these info valuable for me, thanks ❤❤
AI will replace software engineers soon some say. HR systems are not able to parse two-columns resumes ex-google recruiter says. My experience is if you are a GOOD engineer you will get a job.
Typo stuff is BS unless the candidate is a documeny writer or something. That is a just a recruiter ego thing.
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 ?
Never knew to ask the gaps of the team. I will most certainly ask a similar question! Thank you.
Oh my god you are Iranian, Im proud of you farah🎉 thanks for sharing this
Merci, merci! 🥰
Interesting video, hope we all land on a good job with this help!
That’s my hope, too! We are all in this together
Thanks, Farah.
Amazing quality content, thanks for sharing your knowledge with us!
When they look you up and down and realize you won't be a DEI hire... Not much you can do there... That's why I include my picture on my CV. If you're going to screen me out based on how I look, I might as well save us a bunch of time.
well done. thank you. very helpful.
this video was a lot better than i expected! thank you!
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?
Your welcome! Recruiters typically don’t read them, they’re more for hiring managers
Love your videos!
I think I'll make an appointment with you 😊. One question - would you approach a company you'd like to work for, even if there’s no job posting that matches your skills?
How do you find out the culture of a company without being in the company?
Ok - give me an example of how a typo in a resumé ended up costing lives!?
And then proof to me that for all major incident that ended up costing lives, all participants had typo in their CV! Because if a good potion of candidates had a perfect CV but still costed lives, then perfect CV also a red flag.
Does that sound crazy? if so, then stop correlating typos in CV to work casualties.
Hi Farah! Would you do portfolio reviews on this channel? I think it would be good content.
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
Sorry I can’t advise because I don’t have enough information about your situation and therefore it would be irresponsible of me to give guidance. If you’d like a 1:1 you can book it here: stan.store/farahsharghi
100% qualified? That means I’ll be only applying for jobs that I’m over-qualified
Then you’re not applying to the right jobs
Always appreciate your information. I'm doing exactly what you're saying in your videos for my LinkedIn profile as well, but I've only gotten recruiters to view and search for my profile. None has actually reached out for an interview. Is there something else I am missing? Could you look at my resume? I'm trying to get a job as a Data Analyst.
Thank you for your videos. They are amaaazing.
You're very welcome!
when I asked to give range they do not give and they offers the less than my level. Living cost is not fit the salaries. system is destroying.
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.
Recruiters aren’t responsible for retention, they don’t report to the recruiter they report to their hiring manager. Recruiting hands candidates off to them and Human Resources. It’s up to the hiring team to make hiring decisions based on interviews
It's a shitty game and detriment to your life to decide to remain an employee. How can you find the right fit by "judging someone from a resume" or "a quick glance" to determine someone fit for a role? It's nonsense, to reject someone because they don't fit into "the composition of the team." WTF does that even mean? Innovation does not happen because the same cesspool of people all of a sudden figured it out. 9 out of 10x, an unlikely perspective brought intelligence to a lackluster situation. Google laid of so many people because they were mediocre and not progressing the company in higher ways - individuals who clock in and do their job and use the fact that they work at Google to perceive that they are more qualified than others.
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?
Hi Farah,
Recently one of the google recruiter contacted me for a position and asked me to fill the appilication.
I did apply for the req, now it's been 1 week didn't get any mail . what do i do now ?
It’s ok to email and ask if there are any updates
hello sorry but nobody answers the questions on role fit position details too. Only price. I asked a lot of time and companies move to technical interview as only testing like student. Interesting days. They do not answer the specific questions for position.
+1 Subscribed!
The thing that’s “outside of your control” aka Age, Race, Gender.
Oh, you mean like me as a female Iranian American over a certain age? As someone who has dealt with discrimination my entire life and worked primarily in male-dominated fields, I completely understand where you’re coming from. It’s frustrating when things outside of our control seem to dictate opportunities. But while we can’t change those factors, there are ways to navigate the system, leverage our unique strengths, and push forward despite the challenges. I’ve found that focusing on what we can control-our skills, our network, and our resilience-can still open doors and create opportunities, even in the face of bias.
@@Farah_Sharghigreat answer. People who can put hard work will achieve, others will always look for excuses.
What about research that shows hiring systems are racist based on names and race?
Good question. I actually have a hyphenated last name that’s very ethnic so I’d be curious to see this research, too
Googlyness = age < 35.
Sundar Pichai is 52
@@Farah_Sharghi Of course things are special for the ruling class but the rank and file? No.
@@Farah_Sharghi was he laterrally hired at 52 NO, then how was this a logical answer, please explain.
@@Farah_Sharghiyou have to pass googlyness before 35*
I made a damn typo and didn’t see it 🤦🏻♀️
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 ?
Why are you shushing!
No - don't say "Hit the ground running" - sounds like the dumb interviews from Cocktail. What cringe.
recruitment these days is dead horse
How I can prepare for Accenture interview plzz response.
Preparing for an Accenture interview is a great opportunity! Here are some tips that might help you:
1. Understand the Interview Process: Accenture typically has a multi-step interview process, including an online assessment, a technical interview, and an HR interview.
2. Brush Up on Technical Skills: Focus on coding, algorithms, and data structures, as technical questions are common in their interviews.
3. Practice with Mock Interviews: This can really help build your confidence and improve your performance.
4. Research Accenture: Make sure to learn about the company and the specific role you're applying for. Understanding their values and culture can give you an edge.
5. Prepare Questions: Think of insightful questions to ask your interviewer. It shows your interest and enthusiasm!
If you’d like more personalized help, feel free to click the link in my bio! Best of luck with your interview! 🍀
@@Farah_Sharghi thank you for your wishes
And one more thing I have watched many videos on RUclips but the content you are providing is really rare and important.
Caution with the "good fit within the team" metric. It opens up a certain level of cultural bias 🤔
🕊
most recruiters need to be replaced by AI. They are mostly unqualified, ineffective and biased.
When the day arrives that a hiring manager can make up their minds, be completely unbiased and not change requirements is the day AI will take over recruiter duties. Until then. Not happening
10:41
Isn't it Googlelyness?
#attentiontodetails
Hi Farah, hope you are doing well. Have been following you since more a month now and your videos have introduced me to a new perception for applying jobs. I have one single query which is making me struggle since a few weeks.
Tailoring resume to every job description is becoming too hectic when I am coming across more than 5 to 7 job opportunities every day that coincides with my skill-set. Tailoring the resume to each of those job descriptions is becoming too much time consuming. What should be the effective approach? Did I get the whole tailoring thing wrong? Please help me
You have to tailor your resume to a job family not each job. No wonder you’re tired!
@@Farah_Sharghi Thanks Farah. Now it sounds more realistic. Can you tell me a bit on how to segregate the jobs into different family? Is it like Back-end Developer, Full-Stack developer are two different job families? In that I can apply on every back-end developer position with a single version of my resume. And do those keywords like “Great attention to detail” and “Incredible team player” are important to add onto resume?
I had to puke twice after I watched this
Gonzalez Jose Thomas Joseph Jackson Sandra
Farah is beautiful 🙂