FAQs and Resumes
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Q10 & Q11. Would you consider full time "direct", or contract-to-direct employment?
A: Most of the time, my answer is... "NO, I don't think so."
Comment 1: You're saying it's a "full time" position, but you know very well what you're selling is a CONTRACT. You know very well that "full time", "direct", "permanent" and "perm" are but euphemisms for 2+ year contracts at low rates. And these low rates get even lower, if you take into account large hidden losses, like, zero per diem money, and zero overtime money.
Comment 2: You're saying it's a "permanent" position, but in today's economy there's no permanency. In today's economy, reorganizations and layoffs are so common, they're not even in the news any more. "Perm" jobs, especially "perm" jobs in software engineering, are either being eliminated, or sent to India, China, or Russia where wages and salaries are lower. Of course, there are exceptions. Sometimes one comes across "permanent" jobs that have lasted longer than two years, but they're not the rule, only some of the exceptions to this rule.
Comment 3: As Small Business Week concluded recently, "There is no permanency at small firms (under 50 employees) and very small firms (under 20 employees). Small firms shed jobs at a faster rate than large companies, and are far more likely to go out of business altogether. Employment at small companies is comparatively unstable, and therefore provides an unreliable foundation for 'permanent' employment."
Comment 4: "Permanent" employment is unattractive to me because we, engineers, are expected to work a lot of overtime, but engineers in "permanent" positions never ever get paid for overtime work! In 1926 Henry Ford adopted a 40-hour workweek. By the 1960s, the benefits of the 40-hour week were accepted by Corporate America. In 1962 the Chamber of Commerce published a pamphlet praising the productivity gains of reduced hours. However, Silicon Valley didn't get the pamphlet. As of 2006, my engineer friends in "permanent" positions are working between 60 and 88 hours per week!
Comment 5: If you ask questions like, "Why would you consider taking a 'perm' position?" then your question indicates to me you have fears. Perhaps you FEAR you won't be able to sell your customer on the idea that I CAN stay with them in the next 2+ years. Of course I can, but your question also indicates to me you have not read my resume. Had you read my resume, you would have seen all of my jobs have lasted longer than 2 years. Read my resume. Eliminate your fears. If you're full of fears, you should not be representing me.
Comment 6: If you ask questions like, "Why would you consider taking a 'perm' position?" I think to myself, "You're the recruiter, I'm not. I shouldn't spend any of my time to recruit you! I cannot afford to spend 15 to 30 minutes of my time, over the telephone, to recruit you!"
Comment 7: If you ask questions like, "Why would you consider taking a 'perm' position?" I think to myself, "You picked my resume. I didn't. Why aren't you grateful to Lady Luck that you've found a good match AND gotten a quick and painless 'yes' from me? Why are you trying to look a gift horse in the mouth? Why do you question me? Are you making an effort to fail, instead of succeed? Are you making an effort to get a 'no' from me, instead of a 'yes'?"
Comment 8: When you ask me questions like, "Why would you consider taking a 'perm' position?" I think to myself, "Instead of questioning me, you should be grateful that I am interested in helping YOU to earn a quick fee of $25,000. As you know, when you're a recruiter, 'perm' positions help YOU more than they help me, because those who recruit for 'perm' positions earn large fees of $20,000 to 25,000, almost overnight."
Comment 9: Tell me the truth; are you REALLY helping your customers? My clients tell me they prefer CONTRACTORS, because we, contractors, do a better job, and we get the job done faster. Direct employees are more interested in their careers. Therefore, why aren't you REALLY helping your customers by bringing in contractors, instead of direct employees? As you know, contractors are specialists who do the job better and faster.
Comment 10: Tell me the TRUTH; do you really want to make your customers HAPPY? I find when one works at an hourly rate, both sides tend to be happier that way. This means I always get an hour's pay for an hour's work. My client wants me to work all weekend? Fine, I get a nice check when I'm done, and my client gets a release out the door. I want some time off? Fine, my client is usually cool with it, because they do not have to pay me.
Comment 11: Are you selling any "benefits"? Are the benefits really "great"? Paid health insurance is $300/mo, or $1.50/hr. Annual vacation is $30/hr * 1 wk/52 wks = $0.58/hr. Therefore, benefits are $1.50 + 0.58 = $2.08/hr. Why would anyone take a large (i.e. up to $30.00/hr) rate cut, as a "permanent" employee, in return for small benefits like paid health insurance and annual vacation, valued at $2.08/hr? Do the math, and you will realize the real good opportunities (for me) are contracts with high rates, not "permanent jobs" with "great" benefits!
Comment 12: "Permanent" is better for YOU, if you're a recruiter, because you earn a quick fee of $20,000 to 25,000. Sounds good so far, but how about me? If I say, "Yes, I want to compete for 'perm' jobs" then I'm going to have to face large, hidden losses, like, unpaid long distance trips to client sites, unpaid, all-day-long, face-to-face interviews with prospective employers, slow-slow hiring processes, and, if hired, low per hour rates, zero per diem monies, and zero overtime monies.
Comment 13: Are you selling me any "benefits"? In my experience, the lack of per diem and the lack of overtime money represent far greater losses in my pocket book than any benefits any of your customers are able to provide to me. Their alleged benefits (e.g. maternity benefits) are questionable, too, because oftentimes I cannot use them.
Comment 14: Are you saying, "Dear Candidate, I'll help you get a job QUICKLY"? No, that would not be the right thing to say, because, as you know, direct employment is the SLOWEST way to get back to work -- if you're out of work. While you're waiting for your 5th or 6th interview, or standing in line at a distant airport, waiting for your next flight -- because you had to fly out of town for an all day, face-to-face meeting as part of the (usually) slow-slow selection process that many "direct" employers require these days -- this long wait provides you with no additional experience, no temporary income, will not eliminate the dreaded "gaps" in your resume, will not lead to any high-rate contracting positions, and will NOT increase your value to future employers.
Comment 15: One exception is an existing client. In other words, if I receive a good offer from a client that I have completed a successful contract with, then I will give it careful consideration.
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Q12: Can you provide references?
A: I do not give out references until after I have interviewed the client, have decided that I want the job, and then only if the client insists on it.
Comment 1: I NEVER break this rule. I (and other contractors) have lost references because they were inundated by calls from agencies and contract firms attempting to get sales leads.
Comment 2: It's not right to bother employers every time I send out an e-mail. Employers do not want to be bothered every time I send out an e-mail.
Comment 3: My references are busy, talented people who have better things to do than answer calls from agencies who just possibly perhaps someday might have a suitable position for me. That is not a way to get a contract or a job. But it is a good way to make my references not want to remain my references any longer.
Comment 4: Providing references makes no sense because, for legal reasons, an employer cannot provide you with a statement. Employers, especially Fortune 500 companies, are considered "deep pockets". They fear legal action, have nothing to gain, and everything to lose. There is no legal reason for an employer to provide a reference on a current or past employee.
Comment 5: Sharing my managers' names is not an option. The last company whom I gave that information to bugged them for new job opportunities, and it didn't reflect well on me. I know, you can say, "We won't do that", but that's what the other company said.
Comment 6: Tele-marketers are but monumental time wasters who do far more damage than good. They start collecting references as soon as they receive my e-mail. Then they contact my references, many of whom are hiring managers, and ask them whether they're looking to hire anyone. References are annoyed by such tele-marketing. If YOU were one of my references and received dozens or perhaps hundreds of phone calls on my account alone, how long would you stay my reference?
Comment 7: Tele-marketers make me lose references, because my references are inundated by calls from agencies and contract firms attempting to get sales leads. Tele-marketers often claim "we don't do any tele-marketing", and "we don't work that way". But their claims have never made any sense to me, because agencies and contract firms who do not do any tele-marketing, but simply check references given them by candidates will only hear the best about that candidate. After all, would a candidate list a critic as a reference?
Comment 8: Tele-marketers do nothing but "fish" for information at my expense. They waste my time because they play phone tag with me for many days. They waste my time because they dangle before me jobs they do not have. They waste my time because they pretend they want to establish a rapport/relationship with me. And they waste my time because they claim they're unable to visit my web sites. In general, tele-marketers have nothing but a telephone and long lists of questions. Their only objective is to pump me for references, company names, rates, and give nothing in return.
Comment 9: Tele-marketers are getting increasingly more sophisticated. Last week a team of two con men fabricated a story, put on a 4-hour show, wasted 4 hours of my time, and attempted to mislead me. According to their story, they had a client who needed my help, wanted my help, and was ready to talk with me, but first these con men wanted "references" from me. In reality there was no client, no job, no opportunity. and all these con men had was a telephone, an attitude, and a long list of dirty tricks. Their only objective was to get from me references, company names, rates, etc., and give nothing in return.
Comment 10: If you're a real recruiter, do call me if something comes available for contract. I'm pleased that you are considering my help for employment opportunities with you. And would like to thank you for your interest in me and the work that I do. I wish you much success with your work.
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Q13: To discuss this contract, can you meet with me?
A: I do all my interviews over the phone.
Comment 1: To save precious time, I do not meet with agents until they've placed me in a position or contract. I want to work with agents who are too busy to have time wasting meetings with prospective candidates. I want to work with agents who spend their time on the phone, soliciting new business, and screening candidates.
Comment 2: I wish I could meet you face to face, but there are not enough hours in the day. I wish I could do that, but the large volume of calls and e-mail messages I receive do not allow me to do that.
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Q14: Do you meet with recruiters in the Redmond area?
A: If you have a Redmond area CLIENT who wants to meet with me face-to-face, then I will be happy to meet you at the same time or - what is usually more practical - meet you right before I meet your client.
Comment 1: Ideally I would like to meet everyone who contacts me, however other commitments and the large volume of calls and e-mail messages I receive do not allow for this. I receive up to 15 calls and e-mails per day, and do not have 2 to 3 hours of free time for a face to face meeting with every caller. There are not enough hours in the day. I'm sorry, but I do not have 45 hours per day.
Comment 2: Let us make sure there is no misunderstanding between you and me. I would love to drop everything and meet you as soon as you call. Recruiters are especially fun and easy to meet because they have good people skills. I enjoy meeting people, especially new people. Unfortunately, I do not have 2 to 3 hours of free time per caller.
Why would you like to meet with me face to face?
To sum it up, the majority of recruiters are real professionals and they want to work with me. If you're in the minority and you cannot work with me, then I cannot work with you. There are too many agencies and contract staffing firms out there for me to play games with a smart person who wants to play games with my time, life, and paycheck.
- Is it because you want to ask a couple of questions? On the phone you can ask the very same questions!
- Is it because you believe how I look is important? Are you concerned about my manners? Do you want to see the clothes I wear? No problem. I can e-mail you a picture or two, usually within 24 hours.
- Is it because you're concerned about your fee, and you feel that getting my signature is more important than anything else? No problem. If you e-mail your forms to me, and your forms are not in conflict with sections 11, 17, 25, 31, and 39, then I will make sure that you get my signature, usually within 24 hours. The same holds true for regular mail, except it takes a little longer.
- Is it because you believe we could spend more time together if we met face-to-face? Unfortunately, most of those 2-3 hours per face-to-face meeting I used to spend fighting traffic, searching for hard to find physical addresses and parking spaces, and filling out complicated, multi-page forms with questions that the recruiter could have asked while on the telephone prior to our face to face meeting. The actual time I used to spend with recruiters face to face was usually not more than 5 minutes.
- Is it because you cannot make up your mind? If a recruiter is able to read my resumes, view my standard answers to the FAQs, and interview me on the phone for 5 to 10 minutes, and if after all this he/she still cannot decide whether or not there is a reasonably good skills match, then that recruiter should not be representing me. Time is my most valuable commodity. Please do not waste it.
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Q15: To discuss this contract, can you meet with a client?
A: I do all my interviews over the phone.
Comment 1: I would love to drop everything, buy an expensive round-trip airline ticket on short notice, hop on a plane, and meet a CLIENT as soon as they call. Clients, especially client managers, are fun and easy to meet because they have good people skills. I enjoy meeting people, especially new people. Unfortunately, during the week, I do not have 1 to 2 days of free time per prospective client. Therefore I don't fly to distant cities for technical interviews with clients.
Comment 2: Clients are wonderful. Most clients have good business skills and understand that a face to face meeting is NOT a practical option. The vast majority of prospective clients are perfectly happy to interview me on the PHONE.
Comment 3: In this business, if you want to stay in business, you don't spend $3,000 per client, in return for a small (10%) chance to compete for a short-term contract position (valued at $55 x 10% = 5.50 per hour).
Comment 4: I would love to be in two places at the same time, but I can't. It'd be wrong to lose time and pay at work, and, in addition, lie to my most recent client. One of the challenges is that very few out of town managers/interviewers are available for face-to-face meetings on weekends, Sundays and holidays.
Comment 5: Please disclose requirements in advance. If a prospective client in a distant city has a history of requiring all day long face-to-face meetings, then I want to know about that history BEFORE we submit my resume to that client. Please do not withhold this information from me because this adds additional time to my process. If you fail to disclose important facts about a position, you shouldn't be representing me. TIME is my most valuable commodity. Please do not waste it.
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Q16: Are you willing to relocate?
A: Yes, anywhere in the 50 states and Canada, but I will need a per diem. But, don't worry; per diems are A) low, B) reasonable, and C) come out of MY pocket.
Comment: I will consider long term assignments in the United States and Canada, should the rate (or salary) be acceptable for the location and assigned duties. I prefer not to work in western Canada but might be talked into it, if the rate is right. I'm not interested in positions in Chicago, Los Angeles or New York City, but may be talked into them if the rate is right. I will consider remote assignments. I'm most interested in work in the Midwest, Northeast, South, Southwest and Northwest.
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Q17: What type of work would you like to do?
A: I'm a professional engineer specializing in Software/System QA/Testing, verification, validation, and documentation, and would like to expand my experience in these areas.
Comment 1: I only do my work because I'm very good at it and love to do it. Software/System QA/Testing is where my passion lies, where I get my greatest fulfillment, and where most of my abilities lie. Whether it is in writing bug reports, creating test cases, or writing test procedures, it is all deeply fulfilling and exciting to me.
Comment 2: I have 10+ years of industry / paid commercial experience, including 10+ years of current Software QA experience. View my 5-page Software QA Engineer resume.
Comment 3: Some recruiters are wonderful. The ideal call I have in mind goes something like this: Telephone rings and it's a recruiter. He/she says a well-known and large client - like Lockheed or Honeywell - has a major project underway and there is lots of work. The client needs many software QA engineers. "It's is a contract. The job description is _________. What do you think? Duration is one year, but there is work for up to five years. The rate is generous and I can shoot for $65, $75, or even $85 per hour. Are you interested, and would you like to be submitted?"
Comment 4: I believe the most important thing is to WORK. If it's on my resume and the rate is right, I will do it. I'm a firm believer in taking the bird in the hand. If I'm offered a start date, I usually take it, no matter what it is. It's not forever. My main concern is a paycheck on Fridays.
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Q18: Do you have any other opportunities, interviews, or offers pending?
A: I'm unable to answer this question; please see my answer to the question: are you available?
Comment 1: Hearing this question usually means I have a new problem; I'm dealing with a suspicious sceener, not a friendly recruiter. And, as we already know, suspicious screeners are more than eager to screen me out.
Comment 2: This is also a trick question, because regardless how I answer it, my answer will work against me! If my answer is, "Yes, I've got three pending opportunities", then the average, cautious, fearful screener can see this is as proof that "Rob has too many things on his plate", and he will not submit my resume, and will not persue any interviews for me, because he fears the competition is too much. Alternatively, if my answer is, "No, at this time I do not have any pending opportunities", then the average, cautious, fearful screener can see this is as proof that "Rob is a loser", and he will not not submit my resume, and will not persue any interviews for me, because he fears making the wrong choice in candidates. If my answer is, "Sorry, I can't tell you", then the average, cautious, fearful screener can see this is as proof that "Rob is uncooperative", and he will not submit my resume, and will not persue any interviews for me, because he fears either problems, or competition, or both.
Comment 3: It's not in my best interest to tell one firm what I'm doing with another, and I never pass information about (QA) opportunities with one firm on to another. Think about it. If I tell someone where my resume is, I am giving him/her a list of where my skills might be in demand. If there is anything on that list that they do not know about, they will send a sales representative to see if they can get a piece of the action. The bottom line is that it will increase my competition and that's something I do not need. Sometimes, and I have seen this more than once, a firm knowingly creates a conflict to cause an interview to be cancelled.
Comment 4: The second part of the rule, never pass information on from one firm to another, is just plain common sense. It does not take contract staffing firms and agencies long to identify people who do that and they will just stop working with me. Again, that limits my opportunities and is therefore not in my best interest.
Comment 5: If I have an offer or a highly probable offer pending that's significantly better than the opportunity you're talking about, I will tell you that I'm not interested in that particular opportunity, but might be interested in another opportunity at a better rate, in a better location, or with a more interesting job function. I try to be honest about what I really want, but giving the contract firm or agency information about my other opportunities can only reduce my options.
Comment 6: Real recruiters ask, "I would like to submit your (QA) resume to XYZ Company; has anyone submitted there recently?" This is a legitimate question, and there is a legitimate reason for a recruiter to ask this question.
Comment 7: Please do not ask, "Where else have you interviewed?" and "What companies have you already submitted your resume to?" There is no legitimate reason for a recruiter to ask these questions. If my answer is, "Yes, I have interviewed at XYZ", a dishonest recruiter is likely to submit to XYZ the (QA) resumes of other contractors with similar qualifications. Their usual follow-up question is, "Did you interview with _____?" The gullible candidate responds, "No, I interviewed with_____," giving the dishonest recruiter not only the name of the company, but also the person to address the other (QA) resumes to.
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Q19: When are you available?
A: I'm available two weeks (or sometimes one week) after receipt of contract.
Comment 1: Your contract (or any other paperwork) should be mutually acceptable. E-mail the documents to me first. Ensure that your firm's proposed contract (or any other paperwork) is mutually acceptable BEFORE you overnight it to me. Skip this step, and you will create additional time delays in our process.
Comment 2: The contract should be in WRITING. Send me a written contract. Delay the sending of your paperwork, and you will add an additional time delay to our process.
Comment 3: Contracts and signatures should be ORIGINALS. Overnight one of the originals to me. If you send me only faxes, or if you overnight to me only photocopies, you will create additional time delays in our process.
Comment 4: Contract negotiations and contracts should be finalized two weeks (or in the worst case one week) BEFORE the start of this two (or one) week period. Postpone things till the last minute, and you will create additional time delays in our process.
Comment 5: The contract should be over-nighted BEFORE I quit my job. Please do not delay the sending of my contract, until after I've already quit my job and thus weakened my financial position.
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Last modified on 6/19/2008.
Rob is a registered and licensed professional engineer.
http://www.robdavispe.com | http://www.softwaretestengineer.com
