Juniors lie about work experience. Is this a problem for HR? / Hebrew

Juniors lie about work experience. Is this a problem for HR? / Hebrew

The desire to compile a separate article appeared against the background of rather stormy discussions in the comment branch. In many ways, the comments are contradictory. The controversies touch on nuances ranging from the ethics of asking for payment for test assignments to broad questions about the importance of higher education.

Therefore, I would like to rearrange my comment in a more extended format + supplement it somewhere based on new interviews.

  1. Preface

  2. About tricking work experience

  3. What does HR think about it?

  4. Epilogue

A small preface

In any survey/topic, you can vehemently suck your point of view. But IMHO, if you are not Junior or HR, it will be quite difficult to get to the truth in this matter, because you are only an outside observer. Therefore, the most effective way to get reliable data is to ask the actors.

We conducted problem interviews with HRs and Juniors as part of the development of our ED-tech/HR-tech project. At the time of publication of the article, 12 interviews were conducted with Junior and 15 with HR. The sample is small, but enough to see 80% of the market situation.

  • Junior

  • HR

    • 3 work in companies with up to 40 – 60 people

    • 4 work in companies of 80 – 100 people

    • 8 work in HR agencies

Do Juniors screw up experience on resumes? Why?

Short answer: They wind up, but not all

Excellent picture all from the same discussion

The difficult economic situation in the IT market of the CIS over the past three years forced companies to review their recruitment strategy. Many of them, facing financial difficulties, closed internship programs and reduced the recruitment of junior specialists. This market reaction affected the recruiting situation and created fertile ground for the phenomenon of lying on resumes.

Against the background of tough market competition, many courses continued to tell prospective students about the ease of employment in IT and the prospects of getting rich quick after their completion.

Remittance fell, demand continued to grow…

In the conditions of a shortage of vacancies, people began to resort to various strategies in order to stand out from the competition. The most important of which – spice up the experience a bit

Someone adds half a year of commercial experience to be like Junior+, someone gives themselves 1.5 years as a freelancer to find their first job. In their desire to stand out from the competition, some candidates go even further. They not only overstate their expertise, but also resort to extreme measures, stealing other people’s pet projects and presenting them as their own on platforms like GitHub

This is especially relevant for areas such as React/Vue and Python, where 3 k feedback on vacancies has already become a kind of norm.

A couple of quotes from discussions with Junior specialists:

  • About cheat experience

    • Well, I have no way out. I have been responding to all vacancies for 4 months. On average, out of 30 reviews, 2-3 respond (Junior React Developer)

    • Huh, I didn’t lie on my resume. But I was lucky, because I passed the test selection for the internship. I was immediately hired from there (Junior Angular Developer)

    • After the courses, we were recommended to put in 3 months of experience, because our practice was checked by a mentor (Junior React Developer)

  • About pet projects

    • Did not take strangers directly. I took someone else’s implementation of ToDo, and based on it I made my own, which I filled (Junior React Developer)

    • We actively drank micro-projects on courses. So I didn’t have to take it anywhere. All their own

  • About certificates, etc.

However, you should ask yourself: how much do these small “fixes” on the resume really affect the job search?

In practice, work experience for Junior specialists rarely becomes a determining factor in the hiring decision.

HR recruitment process. Does the experience cheat make a difference?

Short answer: the experience cheat has almost no effect

HR notes that experience numbers on resumes represent only the first stage of selection. Despite the increase in lies in resumes, it is not yet a critical problem for HR. Diversity in the sample of applicants for Junior vacancies varies from 0 to 2 years of experience, which emphasizes dynamism and ambiguity of this category.

Below is a script I created based on conversations with HR. Here we can immediately add that in many respects luck plays a role in popular directions. Since with 3k reviews, the recruiter will not be able to physically look at all of them, so the best ones are often chosen for the interview, but the first ones found that meet the criteria

Sample selection script Senior JUNIOR specialist

Please pay attention to this, as middle/senior hiring processes are completely different. So it makes no sense to write in the comments that you, as a senior, would not agree to a free test under any circumstances 🙂

  1. If a sufficient block of time is allocated to the vacancy

    1. Let’s look at the resume (key skills, location, salary)

      • People with “template” resumes are rejected after the courses

      • People without key skills are rejected

      • If we are not talking about an internship, people with only freelance experience are rejected

      • Those who are blacklisted in HR (called names, spat on, etc.) are noted

      • Age matters

    2. We give a test for 1-2 hours (Usually it is some kind of CRUD preparation. The candidate is asked to make 2-3 changes)

      • We weed out those who do not want to do it or do it for a long time

      • This is especially relevant for “popular” areas such as JS, Python

        • An interesting fact is that the task may not even be checked. For example, if a person has already been selected. But such tasks are a basic filter. Separate those who can do something including those who for some reason cannot

    3. We check the software

    4. Those social security

      • If there was a TK – usually some questions are asked about it

      • If there was no TK – questions about key schools + some abstract ones to think about

      • You can run a live code and give some simple task from a combat project

  2. If time is short (a rare case for Junior positions)

    1. Failed on resume

    2. Screening

      • Third-party screening systems may be used for automation

      • Tests are not given because it takes time to check them

    3. Combined software + hard

A couple of quotes from discussions with HR specialists:

From the point of view of an HR specialist, several important conclusions can be drawn about the rigidity of the junior specialist recruitment market.

First of all, the selection process is complicated by the high competitive pressure caused by the large number of candidates for each vacancy.

This, in turn, leads to the need for fast and efficient screening, where even minor details can become decisive factors.

Wild attrition, due to the fact that the market is full of applicants, forces HR specialists to use strict criteria to narrow down the pool of potential candidates as much as possible.

Epilogue

I didn’t mean to hurt anyone’s feelings/ego/experience etc in this article. My goal is to provide information, based on the results of a small study and hear feedback in the comments. Any additions and new ideas are welcome. Willing to update the article as new information becomes available


PS As with any new author, I had a tg channel after writing the first article. Please, please. I write there more often, more simply and more freely. The format of the article does restrain the story in some ways.

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