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  82                   <p>I think it's odd that most recruiters do not seem to know what they essential
  83 duties are. Just looking at it quickly one would think that a recruiter's job
  84 is to find <strong>qualified</strong> candidates. In the field of computers
  85 this often means looking at buzzwords and matching them up. But it's more than
  86 buzzword matching (http://jobscan.co can do that for you). It's really knowing
  87 the technologies behind the buzzwords to know that, for example, <a
  88 href="https://en.wikipedia.org/wiki/Jenkins_(software)>Jenkins</a> is
  89 essentially the same as <a
  90 href="https://en.wikipedia.org/wiki/Electric_Cloud">Electric Commander</a>
  91 whereas MySQL is not really at all like MongoDB though they do share the
  92 characteristic of both being databases, one uses SQL and the other is No
  93 SQL.</p>
  94
  95 <p>I get way too man "offers" by recruiters - typically Indian recruiters -
  96 for positions that I would have thought I was not qualified for. For example,
  97 the client will say that 3+ years experience with AWS is <strong>required</strong>
  98 and I do not have any AWS experience yet (I've played around with it at home
  99 and have taken some online courses but it's clear the client wants 3+ years
 100 of actual experience not classroom experience). But the recruiter will
 101 contact me nonetheless. Or a recruiter will approach me for a Salesforce
 102 developer job. The word Salesforce appeared on my resume once. I helped the
 103 Salesforce team integrate into JIRA via a plugin. I configured the plugin and
 104 verified that Salesforce was talking to JIRA. I did absolutely nothing in
 105 Salesforce itself. I would think that a Salesforce developer would know
 106 Salesforce in depth. This is a waste of my time and their time and really
 107 a waste of the client's time.</p>
 108
 109 <p>I realize that the recruiter may be thinking "Hey, I'm not sure that this
 110 particular guy is totally qualified but I do see Salesforce on his resume.
 111 I'll reach out to him and ask questions". Then I would think he email, rather
 112 than being just a form email, would be something like this:</p>
 113
 114 <blockquote>
 115 Hi, my name is &lt;name&gt;. I saw your resume says you've had some Salesforce
 116 exposure but it's not clear to me how much experience you actually have. I have
 117 a Salesforce developer position described below. Can you tell me if you have
 118 enough experience and if you are comfortable with the job requirements?...
 119 </blockquote>
 120
 121 <p>But they don't do that.</p>
 122
 123 <p>I have toyed with the idea of faking experience so as to compel the
 124 recruiter to get me an interview and then go in there and simply say
 125 "I don't know any of that stuff and I don't know what Mr. Recruiter said I
 126 did" just to discredit the recruiter to show their clients that this
 127 particular recruiter is not properly screening (or screening at all for that
 128 matter). Something needs to be done, IMHO!</p>
 129
 130 <p>Case in point: Working with one <a
 131 href="mailto:arvind.alagapalli@araucariatechnologies.com">Arvind Kumar</a>
 132 of <a href="http://araucariatechnologies.com">Araucaria Technologies</a>,
 133 he approached me for an AWES Cloud Engineer position that has the following:</p>
 134
 135 <blockquote>
 136 <h2>Qualifications:</h2>
 137
 138 <ul>
 139   <li>5+ years of progressive experience with large, complex information systems</li>
 140   <li>3+ years of experience provisioning, operating, and managing AWS 3+ environments</li>
 141   <li>Vast experience with transitioning physical plant to AWS environments</li>
 142   <li>Must have strong LAMP & Tomcat Java experience.</li>
 143   <li>Experience in automation and testing via scripting/programming.</li>
 144   <li>Strong experience with Ansible. Experience with SVN and Github (preferred)</li>
 145   <li>B.S. in Computer Science or equivalent (preferred)</li>
 146 </ul>
 147 </blockquote>
 148
 149 <p>Yet nowhere on my resume would you find 3_ years of AWS experience, nor
 150 transitioning physical plant to AWS environment. Have no experience with
 151 Ansible, nor SVN or Github. This is not to say I couldn't excel at these
 152 technologies as I pick up things quickly. And I do have experience with
 153 things like Clearcase, Perforce and git (just not Github or SVN). And I have
 154 taken some AWS courses but I would not claim to have 3+ years of experience
 155 or even 1 year of experience because my experience is at home, not at a client's
 156 site in a production situation.</p>
 157
 158 <p>As a result, why would anybody trust Arvind's word at all? Why would
 159 anybody work with Arvind or other recruiters at Araucaria Technologies knowing
 160 that their quality control is very sub par?</p>
 161
 162 <p>Recently I found this Tech Recruiter job on DICE. Some of the essential
 163 duties include:</p>
 164
 165 <ul>
 166   <li>Identify the client's business and cultural nuances, as well as define
 167   the position, its functions, challenges selling points, and viability.
 168   <b><u>Uncover the necessary knowledge, skills and abilities of the ideal
 169   candidate</u></b>.</li>
 170
 171 <p>  <li>Coordinate with Program Managers and Account Managers to <b><u>ensure<br />
 172   quality delivery to client's requisitions</u></b>. Work with sales team <br />
 173   on account development and account management.</li></p>
 174
 175 <p>  <li>Actively market <b><u>qualified candidates</u></b> to new and existing<br />
 176   clients. Utilize sales techniques to expand business through research and <br />
 177   prospecting and turning client inquiries into job requisitions.</li></p>
 178
 179 <p>  <li>Assist with the design of a sourcing strategy to uncover both passive <br />
 180   and active candidates through existing and new sources in order to <br />
 181   maintain an <b><u>effective pool of candidates</u></b>. Utilize <br />
 182   electronic process in recruiting and placement to <b><u>maximize <br />
 183   efficiency and time saving</u></b>.</li></p>
 184
 185 <p>  <li><b><u>Target the most qualified candidates and screen resumes to<br />
 186   identify potential matches</u></b>.</li></p>
 187
 188 <p>  <li>Present opportunity to candidate and conduct in-depth interview to <br />
 189   <b><u>determine suitability and interest of candidate. Identify, evaluate,<br />
 190   and summarize relevant technical experience, knowledge, hard and soft <br />
 191   skills, and abilities in relation to job requirements</u></b>.</li></p>
 192
 193 <p>  <li><b><u>Submit qualified candidates</u></b> and respond to client <br />
 194   concerns.</li><br />
 195 </ul></p>
 196
 197 <p>So as you can see, I'm right, recruiters should be qualifying people
 198 before emailing candidate who you obviously have not qualified.</p>
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