{"id":999693952,"date":"2016-12-01T14:42:00","date_gmt":"2016-12-01T14:42:00","guid":{"rendered":"https:\/\/wpstage.dice.com\/?p=758106860"},"modified":"2025-03-18T03:09:56","modified_gmt":"2025-03-18T03:09:56","slug":"4-bad-recruiting-habits-turn-off-tech-pros","status":"publish","type":"post","link":"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/4-bad-recruiting-habits-turn-off-tech-pros","title":{"rendered":"4 Bad Recruiting Habits That Turn Off Tech Pros"},"content":{"rendered":"

If tech pros ignore your recruiting emails or drop out of the hiring process in midstream, it\u2019s important to understand how they\u2019re viewing your efforts. If you listen to their feedback, you may realize that you\u2019ve developed some rather annoying habits that are actually making the recruiting process harder. Surprisingly, 28 percent of employers have never searched online for feedback about their applicant process, and only one in four employers regularly request feedback from candidates, according to \u201cThe State of the Candidate Experience,\u201d<\/a> a report from CareerArc. Being in the dark can turn recruiting into a frustrating experience. Whether you\u2019re a third-party recruiter or working in-house, there are plenty of ways to improve your sourcing and hiring process so you\u2019re not pushing away in-demand tech prospects. Naturally, you want to focus on changes that will have the greatest impact, so here\u2019s a list of the biggest complaints from tech pros\u2026 and a few ideas on how can you fix them:<\/p>\n

Pitching Mismatched Jobs<\/h3>\n

Dan Allen was receiving so many unsolicited pitches for mid-level UX jobs that he was forced to temporarily remove his phone number from his r\u00e9sum\u00e9 and business cards. Instead of reviewing the work experience in his online r\u00e9sum\u00e9 and portfolio, over-zealous recruiters apparently based their outreach on keyword matches and failed to recognize that the creative director for Block Interval has been working in UX for 12 years. \u201cWhy would someone pitch me a job lower than what I\u2019m doing right now?\u201d Allen asked. \u201cIf they would just look at my experience for two minutes, they\u2019d see that I\u2019m overqualified for a mid-level job.\u201d The problem is that many recruiters are focused on filling a requisition, whereas tech pros are interested in taking the next step in their careers. In fact, in a recent survey conducted by MATRIX Resources<\/a>, 19 percent of tech pros said recruiters don\u2019t understand their career goals. \u201cEven if you\u2019re calling someone about a specific job, don\u2019t lead with that,\u201d advised Jen Bradley, MATRIX\u2019s digital content specialist. \u201cAsk about their career goals first to see if the job is appropriate. Otherwise, you seem like you\u2019re selling used cars.\u201d<\/p>\n

It\u2019s All About You<\/h3>\n

When asked about their struggles in working with recruiters, 36 percent of tech pros said recruiters simply don\u2019t have their best interests at heart. \u201cThey feel like recruiters primarily work on behalf of their clients,\u201d explained Russ Danford, MATRIX\u2019s marketing director. \u201cTheir suspicions are reinforced when recruiters push candidates to take a lower salary or alter the scope of work in the middle of the interviewing process.\u201d Candidates may bail out unless you are completely transparent and set realistic expectations about the job duties and salary up-front, Danford noted. While you can\u2019t control everything that happens, nailing down the important details before you contact a prospect is the best way to maintain trust and ensure a successful close.<\/p>\n

Lack of Technical Acumen<\/h3>\n

A recruiter\u2019s lack of technical knowledge can create issues that derail potential partnerships before they start. For instance, recruiters and employers lose credibility right off the bat when they post job ads that demand skills and experience with technologies and tools that are unrelated to the position. As Allen noted, a recruiter plays a critical role in ensuring the accuracy of the job description. \u201cWhen the actual job and the description differ, it doesn\u2019t give me the confidence to put my livelihood in a recruiter\u2019s hands,\u201d he said. Plus, many recruiters (and even some line managers) don\u2019t possess enough knowledge about a specific programming language to answer the questions posed by experienced developers or programmers. Deals fail to materialize because tech pros are increasingly reluctant to spend hours taking coding tests and completing applications without knowing whether a position is the right fit. \u201cInvolving an engineer or technical evaluator in the initial screening process can provide both parties with enough information to decide if moving forward makes sense,\u201d noted Yair Riemer, CareerArc\u2019s chief marketing officer. Recruiters need to track new and emerging technologies and industry trends to anticipate looming talent shortages, and elevate themselves from transactional order fillers to enlightened career advisors who can help tech pros stay ahead of the curve. Helping prospective candidates advance their careers is a great way to build your recruiting pipeline. \u201c[Recruiters] seem unprepared, in fact, blindsided by the changes that should be anticipated,\u201d Allen added.<\/p>\n

Poor Communication and Feedback<\/h3>\n

Whether their r\u00e9sum\u00e9 or application fell into a black hole, or they got the silent treatment after an interview, a lack of diligent and timely communication is the single biggest reason for candidate dissatisfaction with the recruiting process. In fact, 60 percent of job hunters in the CareerArc survey said that improving communication throughout the hiring process would have the most positive impact. Danford agreed, adding: \u201cCandidates want honest, direct and transparent feedback, especially when they\u2019re rejected.\u201d Sharing feedback with rejected candidates will encourage them to work with a company and recruiter in the future. The majority of employers are not re-engaging declined candidates, and that\u2019s a very big mistake. Let\u2019s face it: you can\u2019t afford to slight or overlook anyone in a competitive market where tech professionals clearly have the upper hand.<\/p>\n","protected":false},"excerpt":{"rendered":"

If tech pros ignore your recruiting emails or drop out of the hiring process in midstream, it\u2019s important to understand how they\u2019re viewing your efforts. If you listen to their feedback, you may realize that you\u2019ve developed some rather annoying habits that are actually making the recruiting process harder. Surprisingly, 28 percent of employers have […]<\/p>\n","protected":false},"author":132,"featured_media":758106860,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2154],"class_list":["post-999693952","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-sourcing-candidates"],"acf":[],"yoast_head":"\n4 Bad Recruiting Habits That Turn Off Tech Pros - Dice Hiring<\/title>\n<meta name=\"description\" content=\"If tech pros ignore your recruiting emails or drop out of the hiring process in midstream, it\u2019s important to understand how they\u2019re viewing your efforts.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/4-bad-recruiting-habits-turn-off-tech-pros\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"4 Bad Recruiting Habits That Turn Off Tech Pros\" \/>\n<meta property=\"og:description\" content=\"If tech pros ignore your recruiting emails or drop out of the hiring process in midstream, it\u2019s important to understand how they\u2019re viewing your efforts.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/4-bad-recruiting-habits-turn-off-tech-pros\" \/>\n<meta property=\"og:site_name\" content=\"Dice Hiring\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/dice\" \/>\n<meta property=\"article:published_time\" content=\"2016-12-01T14:42:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-03-18T03:09:56+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/dicepilot.npgdev.com\/hiring\/wp-content\/uploads\/2025\/03\/shutterstock_247372510-5.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1000\" \/>\n\t<meta property=\"og:image:height\" content=\"667\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Dice Staff\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:site\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Dice Staff\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/4-bad-recruiting-habits-turn-off-tech-pros#article\",\"isPartOf\":{\"@id\":\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/4-bad-recruiting-habits-turn-off-tech-pros\"},\"author\":{\"@type\":\"Person\",\"name\":\"Leslie Stevens-Huffman\",\"url\":\"https:\/\/dicepilot.npgdev.com\/hiring\/authors\/leslie-stevens-huffman\",\"sameAs\":[\"https:\/\/x.com\/leslieshuffman\"]},\"headline\":\"4 Bad Recruiting Habits That Turn Off Tech Pros\",\"datePublished\":\"2016-12-01T14:42:00+00:00\",\"dateModified\":\"2025-03-18T03:09:56+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/4-bad-recruiting-habits-turn-off-tech-pros\"},\"wordCount\":893,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/dicepilot.npgdev.com\/hiring\/#organization\"},\"image\":{\"@id\":\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/4-bad-recruiting-habits-turn-off-tech-pros#primaryimage\"},\"thumbnailUrl\":\"https:\/\/dicepilot.npgdev.com\/hiring\/wp-content\/uploads\/2025\/03\/shutterstock_247372510-5.jpg\",\"articleSection\":[\"Sourcing Candidates\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/4-bad-recruiting-habits-turn-off-tech-pros#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/4-bad-recruiting-habits-turn-off-tech-pros\",\"url\":\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/4-bad-recruiting-habits-turn-off-tech-pros\",\"name\":\"4 Bad Recruiting Habits That Turn Off Tech Pros - 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