I follow a few blogs maintained by people and companies that have interesting perspectives. One of those companies is Toronto-based FreshBooks. Today I read there blog with uncharacteristic disappointment because of a blog post from FreshBooks’ Chief Cat Herder Corey Reid.
FreshBooks is hiring and Corey is lamenting the quantity and quality of the resumes he is receiving. Corey then goes on to describe his formula, known as the three ‘Be’s, of getting a job. With a tragic lack of imagination the three ‘Be’s are; be specific, be relevant and be discerning. Corey’s post carried a tone of tired solipsism that sounded like whining.
The first ‘Be’ is ‘Be Specific’. This is good advice for job seekers and employers alike. For job seekers be specific in your resumes as Corey describes. FreshBooks and Corey should be specific in their role-descriptions. Here’s an example where improvement could be made, let’s examine a FreshBook’s role description for a Software Developer:
“Love the fast-paced and creative environment of a start-up, but could do without the stress and chaos? FreshBooks has been around for more than five years now and has a fanatical fan base of over 900,000 people who use our groundbreaking Web 2.0 application. Whatever “Web 2.0” means.”
As a jaunty up-beat summary it’s OK. But it needs to be specific; what does FreshBooks need from software developers beyond developing software? Software to do what? By when? Create new features? Punctuation matters too; the last sentence needs a question mark. This paragraph was wasted because it fails to inform about FreshBooks intent.
Next comes skill areas and there is nothing specific:”3 years’ experience building online applications” – What kind of applications? Which target markets? Which implementation languages? What architecture?
“Serious SQL chops” – Does that mean I make every SQL query seriously? I know where to get a book on SQL? Does it mean I can formulate arbitrarily complex SQL queries?
The last bullet-point is the worst because it’s a reprimand: “No desire to waste our time because you don’t actually have some of the qualities described above”. Given the prior vague descriptions this is self-serving at best. Here’s a tip Corey; don’t reprimand the people your trying to recruit.
Corey’s second ‘Be’ is ‘be relevant’. Corey deplores applicants who, in his opinion, haven’t matched their skills to the role. Here’s another perspective; beyond the message that FreshBooks does invoicing there is little to information describing FreshBooks’ culture, revenue-model or intent. Without more information candidates cannot fill-in the gaps for a hiring manager. BTW FreshBooks’ 2 minute video is amusing but gives the impression FreshBooks is Facebook. Why not have employees describe why they joined and remain at FreshBooks?
The third ‘Be’ is ‘be discerning’. Discerning means shrewd, astute and selective. Corey’s point is applicants should tailor their applications to aid FreshBooks in identifying relevant skills. The driver for discernment is ‘Five-page resumes full of thick paragraphs, endless lists of acronyms and long columns of bullets just make you look like everyone else.’
If you don’t specify length/pages you’ll get everything because applicants want to present a complete work-history. If you want less volume ask for it in the application process. If you’re seeing similar resumes it means you’re getting consistent responses to your role descriptions. E.g. if you asked for SQL you’re going to see a lot of SQL in the resumes!
Here’s some tips that make hiring easier:
1) Make time to read resumes; all of them! Applicants made the effort to send them to you so you read them. If you see a resume you don’t like contact the applicant and explain how to improve it.
2) Hold a regular open gathering where people can come into FreshBooks, meet employees and talk to you. Think of this as a small scale job fair with one employer. If you have a Friday Beer/Pizza party this is a good venue. Meeting potential hires lets you talk to them in groups so you don’t repeat yourself and makes a relaxed atmosphere. Encourage friends-of-friends to attend. Keep doing this regardless of headcount; always be recruiting.
3) Don’t put reprimands in role descriptions.
4) Avoid adding questions at the end of requirements: “Experience with “Agile” development methodologies (whatever “Agile” means)” because it looks cynical. If you don’t know what it means why is it a role requirement?
5) Improve your job title. Do you want to be recruited by a Cat Herder?
Cory Reid, Chief Cat Herder – better stick with herding cats Corey until you improve your hiring process!
I follow a few blogs maintained by people and companies that have interesting perspectives. One of those companies is Toronto-based FreshBooks. Today I read their blog ( bit.ly/44zZ52) with uncharacteristic disappointment because of a blog post from FreshBooks’ Chief Cat Herder Corey Reid.
FreshBooks is hiring and Corey is lamenting the quantity and quality of the resumes he is receiving. Corey then goes on to describe his formula, known as the three ‘Be’s, of getting a job. With a tragic lack of imagination the three ‘Be’s are; be specific, be relevant and be discerning. Corey’s post carried a tone of tired solipsism that sounded like whining.
The first ‘Be’ is ‘Be Specific’. This is good advice for job seekers and employers alike. For job seekers be specific in your resumes as Corey describes. FreshBooks and Corey should be specific in their role-descriptions. Here’s an example where improvement could be made, let’s examine a FreshBook’s role description for a Software Developer:
“Love the fast-paced and creative environment of a start-up, but could do without the stress and chaos? FreshBooks has been around for more than five years now and has a fanatical fan base of over 900,000 people who use our groundbreaking Web 2.0 application. Whatever “Web 2.0” means.”
As a jaunty up-beat summary it’s OK. But it needs to be specific; what does FreshBooks need from software developers beyond developing software? Software to do what? By when? Create new features? Punctuation matters too; the last sentence needs a question mark. This paragraph was wasted because it fails to inform about FreshBooks intent.
Next comes skill areas and there is nothing specific:”3 years’ experience building online applications” – What kind of applications? Which target markets? Which implementation languages? What architecture?
“Serious SQL chops” – Does that mean I make every SQL query seriously? I know where to get a book on SQL? Does it mean I can formulate arbitrarily complex SQL queries?
The last bullet-point is the worst because it’s a reprimand: “No desire to waste our time because you don’t actually have some of the qualities described above”. Given the prior vague descriptions this is self-serving at best. Here’s a tip Corey; don’t reprimand the people your trying to recruit.
Corey’s second ‘Be’ is ‘be relevant’. Corey deplores applicants who, in his opinion, haven’t matched their skills to the role. Here’s another perspective; beyond the message that FreshBooks does invoicing there is little to information describing FreshBooks’ culture, revenue-model or intent. Without more information candidates cannot fill-in the gaps for a hiring manager. BTW FreshBooks’ 2 minute video is amusing but gives the impression FreshBooks is Facebook. Why not have employees describe why they joined and remain at FreshBooks?
The third ‘Be’ is ‘be discerning’. Discerning means shrewd, astute and selective. Corey’s point is applicants should tailor their applications to aid FreshBooks in identifying relevant skills. The driver for discernment is ‘Five-page resumes full of thick paragraphs, endless lists of acronyms and long columns of bullets just make you look like everyone else.’
If you don’t specify length/pages you’ll get everything because applicants want to present a complete work-history. If you want less volume ask for it in the application process. If you’re seeing similar resumes it means you’re getting consistent responses to your role descriptions. E.g. if you asked for SQL you’re going to see a lot of SQL in the resumes!
Here’s some tips that make hiring easier:
1) Make time to read resumes; all of them! Applicants made the effort to send them to you so you read them. If you see a resume you don’t like contact the applicant and explain how to improve it.
2) Hold a regular open gathering where people can come into FreshBooks, meet employees and talk to you. Think of this as a small scale job fair with one employer. If you have a Friday Beer/Pizza party this is a good venue. Meeting potential hires lets you talk to them in groups so you don’t repeat yourself and makes a relaxed atmosphere. Encourage friends-of-friends to attend. Keep doing this regardless of headcount; always be recruiting.
3) Don’t put reprimands in role descriptions.
4) Avoid adding questions at the end of requirements: “Experience with “Agile” development methodologies (whatever “Agile” means)” because it looks cynical. If you don’t know what it means why is it a role requirement?
5) Improve your job title. Do you want to be recruited by a Cat Herder?
Cory Reid, Chief Cat Herder – better stick with herding cats Corey until you improve your hiring process!
FreshBooks is hiring and Corey is lamenting the quantity and quality of the resumes he is receiving. Corey then goes on to describe his formula, known as the three ‘Be’s, of getting a job. With a tragic lack of imagination the three ‘Be’s are; be specific, be relevant and be discerning. Corey’s post carried a tone of tired solipsism that sounded like whining.
The first ‘Be’ is ‘Be Specific’. This is good advice for job seekers and employers alike. For job seekers be specific in your resumes as Corey describes. FreshBooks and Corey should be specific in their role-descriptions. Here’s an example where improvement could be made, let’s examine a FreshBook’s role description for a Software Developer:
“Love the fast-paced and creative environment of a start-up, but could do without the stress and chaos? FreshBooks has been around for more than five years now and has a fanatical fan base of over 900,000 people who use our groundbreaking Web 2.0 application. Whatever “Web 2.0” means.”
As a jaunty up-beat summary it’s OK. But it needs to be specific; what does FreshBooks need from software developers beyond developing software? Software to do what? By when? Create new features? Punctuation matters too; the last sentence needs a question mark. This paragraph was wasted because it fails to inform about FreshBooks intent.
Next comes skill areas and there is nothing specific:”3 years’ experience building online applications” – What kind of applications? Which target markets? Which implementation languages? What architecture?
“Serious SQL chops” – Does that mean I make every SQL query seriously? I know where to get a book on SQL? Does it mean I can formulate arbitrarily complex SQL queries?
The last bullet-point is the worst because it’s a reprimand: “No desire to waste our time because you don’t actually have some of the qualities described above”. Given the prior vague descriptions this is self-serving at best. Here’s a tip Corey; don’t reprimand the people your trying to recruit.
Corey’s second ‘Be’ is ‘be relevant’. Corey deplores applicants who, in his opinion, haven’t matched their skills to the role. Here’s another perspective; beyond the message that FreshBooks does invoicing there is little to information describing FreshBooks’ culture, revenue-model or intent. Without more information candidates cannot fill-in the gaps for a hiring manager. BTW FreshBooks’ 2 minute video is amusing but gives the impression FreshBooks is Facebook. Why not have employees describe why they joined and remain at FreshBooks?
The third ‘Be’ is ‘be discerning’. Discerning means shrewd, astute and selective. Corey’s point is applicants should tailor their applications to aid FreshBooks in identifying relevant skills. The driver for discernment is ‘Five-page resumes full of thick paragraphs, endless lists of acronyms and long columns of bullets just make you look like everyone else.’
If you don’t specify length/pages you’ll get everything because applicants want to present a complete work-history. If you want less volume ask for it in the application process. If you’re seeing similar resumes it means you’re getting consistent responses to your role descriptions. E.g. if you asked for SQL you’re going to see a lot of SQL in the resumes!
Here’s some tips that make hiring easier:
1) Make time to read resumes; all of them! Applicants made the effort to send them to you so you read them. If you see a resume you don’t like contact the applicant and explain how to improve it.
2) Hold a regular open gathering where people can come into FreshBooks, meet employees and talk to you. Think of this as a small scale job fair with one employer. If you have a Friday Beer/Pizza party this is a good venue. Meeting potential hires lets you talk to them in groups so you don’t repeat yourself and makes a relaxed atmosphere. Encourage friends-of-friends to attend. Keep doing this regardless of headcount; always be recruiting.
3) Don’t put reprimands in role descriptions.
4) Avoid adding questions at the end of requirements: “Experience with “Agile” development methodologies (whatever “Agile” means)” because it looks cynical. If you don’t know what it means why is it a role requirement?
5) Improve your job title. Do you want to be recruited by a Cat Herder?
Cory Reid, Chief Cat Herder – better stick with herding cats Corey until you improve your hiring process!
Posted by robertmacgregor 
Posted by robertmacgregor 
Posted by robertmacgregor 
