Here is a template that I recommend you use every time a company sends you a coding test to complete:
—
Hello <recruiter>,
Thank you for considering me for this opportunity. I really appreciate it.
I would love to perform the test. Given the large volume of tests extended to me and the significant time investment on my part I will have to charge you an hourly wage of $<something> to complete this work for you.
As soon as you accept this I will definitely get started on this next step of the process.
I look forward to hearing from you.
Best regards,
<your name>
—
When determining what is a reasonable salary when completing a test, keep in mind that most tests are designed to take exponentially longer for better solutions, so if you want to get all the extra points then you could easily end up spending several days to complete a test that “should only take a few hours” so multiply your hourly wage appropriately.
If a company asks you to put in time for free even before they hire you then consider how often they will asks you to do the same again after you accept the job.
@anders I absolutely agree potential employees should be reimbursed for the time they spend jumping through employer hoops for a mere chance at a job. Potential employees should be paid whatever the negotiated salary would be.
This approach should have the bonus effect of employers becoming a lot more deliberate in their searches, if it actually costs them to waste other people's time.
@oldperl Hallo Ortwin Pinke, je nach fachlicher Qualifikation und passender Berufserfahrung gibt es im #TeamBSI auch die Möglichkeit für Quereinsteiger der älteren Generation. Gerne regelmäßig in unsere Stellenausschreibungen schauen und auch den fachlichen Ansprechpartner direkt kontaktieren, um im persönlichen Gespräch offene Fragen zu klären. Viele Grüße vom BSI-Social-Media-Team
@HyperCraft3r Hallo, es stimmt, dass der Einstieg ins BSI mit einem Studienabschluss leichter ist. Jedoch haben wir immer wieder Stellen ausgeschrieben, die bei fachlicher Qualifikation und entsprechender Berufserfahrung auch für Bewerbende mit Ausbildungsabschluss oder für Quereinsteigende geeignet sind. Viele Grüße vom BSI-Social-Media-Team
👻 Job boards are still rife with 'ghost jobs'. What's the point? - BBC
「 More than 40% of hiring managers said they list jobs they aren't actively trying to fill to give the impression that the company is growing. A similar share said the job listings are made to motivate employees, while 34% said the jobs are posted to placate overworked staff who may be hoping for additional help to be brought on 」
Hey all, my new friend https://mastodon.sdf.org/@Ricardus is looking for remote work. He’s an experienced Recording Engineer and A1 Technical Director.
Please boost him and help him find a gig, with my appreciation!
We're building pipelines in #trivago that analyse, verify and normalise the content coming from partners, to deliver them clean to the rest of the company.
I am looking for a pragmatic engineer engaged for quality and stability, that takes the challenge to process big volumes of data. We use ATM #Python and #ApacheBeam in #GCP, but you don't need them to apply if you are using other data tooling.
We offer a competitive salary, a constant challenge, a very enthusiastic team and an authentic atmosphere of multicultural colleagues.
We're based in #Düsseldorf, and we work in english in an hybrid scheme of 2 days #homeOffice / 3 days in person. Also unlimited vacation days, 20 days per year fully remote, kitchen, coffee, daily fruits...
#AI#Recruiting#AlgorithmicBias#AlgorithmicDiscrimination: "Body-language analysis. Vocal assessments. Gamified tests. CV scanners. These are some of the tools companies use to screen candidates with artificial intelligence recruiting software. Job applicants face these machine prompts – and AI decides whether they are a good match or fall short.
Businesses are increasingly relying on them. A late-2023 IBM survey of more than 8,500 global IT professionals showed 42% of companies were using AI screening "to improve recruiting and human resources". Another 40% of respondents were considering integrating the technology.
Many leaders across the corporate world hoped AI recruiting tech would end biases in the hiring process. Yet in some cases, the opposite is happening. Some experts say these tools are inaccurately screening some of the most qualified job applicants – and concerns are growing the software may be excising the best candidates.
"We haven't seen a whole lot of evidence that there's no bias here… or that the tool picks out the most qualified candidates," says Hilke Schellmann, US-based author of the Algorithm: How AI Can Hijack Your Career and Steal Your Future, and an assistant professor of journalism at New York University. She believes the biggest risk such software poses to jobs is not machines taking workers' positions, as is often feared – but rather preventing them from getting a role at all."
I posted a blog today about new positions available in our #PRECISE project, there's a lot of crossover with the @OceanIceEU project too - take a look if you want to work in some.of the coolest parts of the planet...
💸 Blockchain dev's wallet emptied in "job interview" using npm package
ᐅ @BleepingComputer
「 As a part of the job interview, the recruiter asked Çeliktepe to download and debug the code in two npm packages—"web3_nextjs" and "web3_nextjs_backend" hosted on a GitHub repository. However, moments later, the developer discovered that his MetaMask wallet had been drained—with upwards of $500 siphoned out of his account 」