A Game that Recruiters play

This time, I decided to share some of the information from my book with you. I hope you will enjoy it.

Recruiters and HR specialists might be polite to you and show genuine interest in your skillset, but this is just a part of their job. A small part of them will play with you on the same part of the field. They will likely pretend to be your friend, play on the opposite side, or even not play at all to observe from the tribune.

Below, I have prepared a list of standard manipulation or traps and how to uncover/reveal them:
➔ Urgency.
Tactic: You need to make a quick decision because there are many other candidates interested in this position
How to reveal: Ask for a reasonable amount of time to consider the offer or ask about the timeline of the hiring process to see if it aligns with the urgency being communicated.
➔ “Lowprice Offer”.
Tactic: Offering a lower salary or fewer benefits.
How to reveal: Research industry standards and salary benchmarks for the position beforehand. If the offer is lower than expected, counter it with data to support your request for a higher salary or better benefits. Be prepared to negotiate confidently.
➔ “You’re the Perfect Fit”.
Tactic: Overpraising your skills and fit for the role to make you feel valued can lead to you overlooking potential red flags or accepting a less-than-ideal offer.
How to reveal: Stay grounded and assess whether the role aligns with your career goals and values. Ask specific questions about the role's challenges and expectations to gauge if it's genuinely a good fit or if the Recruiter is trying to sell the job.
➔ “Moving requirements”.
Tactic: Changing the requirements or expectations after you’ve shown interest, such as asking for additional qualifications or adding more responsibilities without offering additional compensation.
How to reveal: Clarify the role’s expectations and responsibilities early in the process and get any changes in writing. If the job description changes significantly, it’s a red flag that the employer might not be straightforward or organized.
N/B: You can verify it with other people, like managers or the product owner, who will interview you after the call or interview with HR.
Personal story: I applied for the role of Magento Developer; however, after one interview with the Project Manager and CTO, the role was changed, and in the second interview, we were already discussing a Tech Lead role, which wasn't published on the website, and they didn't send it to me in any written way. I've made one small mistake. I
mentioned the salary range during the 1st interview and based on that, in the vacancy for Tech Lead, they have added a massive list of requirements that are not even applicable to the role and for one person who works 40 hours/week.
➔ The “Ghosting” Strategy.
Tactic: Suddenly cutting off communication after showing strong interest in your candidacy. This can be a tactic to keep you on hold while they explore other candidates or to avoid delivering bad news. How to reveal: Send a polite follow-up email to inquire about the status of your application. If you still haven't received a response, move on and focus on other opportunities. Recognize that silence can also be a form of communication, indicating a lack of professionalism.

The rest of those manipulations are in my book, published on November 17th, 2024. I will share the link later. However, my subscribers will get a link to the book a bit earlier.