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That post 4/30 bliss
Hi fishes,
Currently I am working in mulesoft technology in big 4 but would like to work in faang companies in future..what would be appropriate road map to learn relevant technology so that I can easily switch into faang companies.. appreciated your quick response.
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Well, what do you expect when you're looking for a 21-year-old with 5 years of experience, offering a salary fit for a 10-year-old’s lemonade stand — all so some CEO boomer can retire on a yacht. Of course no one's showing up to the interview ready
This is based on my personal experience, which differs from the advice typically given by more veteran professionals in the industry. It's not a criticism of any generation, but rather a reflection of how the job market has evolved. In today’s environment, where candidates often go through multiple interview rounds only to be ghosted at the end, it's become more practical to focus on volume rather than investing deeply in just a few tailored applications. For example, I always ask about the salary range during the first HR call. If there’s no clear answer, I take it as a red flag and move on—something older professionals might not agree with, but which makes sense given current hiring practices.
Have you asked your recruiter that? They probably have a better idea than anyone here.
I'm a recruiter, so let me explain something that most of you probably don't know. The salary grid for recruiters has gone down on average 40% post Covid. Skilled Recruiters who used to make 120k + are now being forced to take jobs that pay 70K. This leads to disengagement. Also, companies are focusing on the wrong things, and they tie recruiters to metrics that ultimately don't mean anything. High volume correlates to poor candidate vetting. When the focus is on quantity, it should come as no surprise when quality suffers. Lastly, when tools and processes don't support the overall recruitment function, everybody is going to suffer. And before somebody jumps in with "AI will fix everything," no ... it won't. Some things, sure. But definitely not everything. Until recruitment is respected for its value to the organization, these problems will continue to exist.
I'm assuming a lot of the unprepared candidates are from the Z generation... I've noticed this issue as well but what's crazy, is that the recruiters aren't weeding these out for you.
Pro
I'ved noticed many of the unprepared candidates are the younger ones too
It would be a good time to be in touch with those recruiters so everyone can be on the same page. Especially if it keeps happening seems like a no-brainer to me. We did have a period of time where candidates were no-showing, or incredibly unprepared, so we worked on some screening to help that. End of the day through there will always be some poor candidates that get through.
I've started asking candidates directly, “What stood out to you about the role or our site?” you can tell in 10 seconds who actually prepped. I’ve also started pushing back on recruiters when it’s clear they didn’t screen properly. If I’m making time, so should they.
By any chance, did your company layoff all the senior staff from the recruiting team but kept their untrained Sourcers/Admins/Coordinators? That might be why.
That is really amazing to hear because you are right, you are great at your job! I have moments like that too where I feel really accomplished and I just realize that I really am great at what I do. Not to mention if they tried to replace me it would take 2-3 people to replace me and do all that I do.
Pro
Have you talked to your recruiter about this issue? unfortunately this is becoming a common issue ( from both recruiter and candidate ends)