7 ms·

New grads have to apply to 100s of postings to get responses. This is a response to a need.

lolinder 2y ago
They only have to do so because it's nearly impossible for a new grad to stand out from the foam of AI applications. This is part of the trend that created the need—it's a toxic feedback loop.
colesantiago 2y ago
Or this just makes the job application situation worse for both sides.
- x_may 2y ago
  Tragedy of the commons at work once again
  - WD-42 2y ago
    More like play stupid games, win stupid prizes.
umvi 2y ago
What happened to university job fairs were you can talk to actual people? New grads should be leveraging those first.
- scarface_74 2y ago
  A new grad can’t stand out from other new grads regardless. Especially when they are now competing with out of work experienced developers
  - deleted 2y ago
    [deleted]
  - the_snooze 2y ago
    Undergrads have tons of opportunities to gain experience and make connections, both on and off campus: internships, research, TA jobs, sports, Greek life, volunteering, clubs, etc. When I review resumes from new grads, it's that kind of extracurricular stuff that stands out. It shows they had the initiative and commitment to pursue things that matter to them. If a resume is only coursework, then sure, that won't stand out.
    - scarface_74 2y ago
      This still doesn’t answer the second part - why hire a new grad over someone with two or three years of experience? There are plenty of those hungry for a job that would work for the same compensation.
      - the_snooze 2y ago
        My team has to be in-person, and new grads are far more likely to be open to relocating. I'd rather spend valuable time recruiting and interviewing people who are likier to accept an offer over those who'd balk at moving. Students have way more advantages in hiring than they realize. Openness to moving is a big one. So is getting experience and connections via extracurriculars. If you're a university student and you take the small steps to build up these advantages over time, you won't need to resort to resume-spamming.
        scarface_74 2y ago
        And if they “have to be in person” is that because you are doing programming with specialized equipment? I can’t imagine hiring a bunch of new grads can actually end up being productive. Back in the day you would open an office in a place where you can get relatively cheap experienced devs like the suburbs of Atlanta (where I use to live).
        the_snooze 2y ago
        Yes, specialized equipment, and also restrictions on what systems we can do some of our work on. My organization isn't a run-of-the-mill software shop. We're an FFRDC (https://en.wikipedia.org/wiki/Federally_funded_research_and_development_centers https://en.wikipedia.org/wiki/Federally_funded_research_and_...) that does applied research for the US government. As such, our culture is to bring people in who we can develop and retain for a long time. A junior staff member's tasking and skill set may be limited to software development. But eventually they grow into technical experts on whole systems and use-cases, or team leads with established relationships with external stakeholders. I'm in the latter position, and I'm pretty good at identifying, recruiting, and developing people right out of school. To go back to the original topic, resume-spamming isn't the way you end up in an organization like mine.

They only have to do so because it's nearly impossible for a new grad to stand out from the foam of AI applications. This is part of the trend that created the need—it's a toxic feedback loop.

colesantiago 2y ago

Or this just makes the job application situation worse for both sides.

x_may 2y ago
Tragedy of the commons at work once again
- WD-42 2y ago
  More like play stupid games, win stupid prizes.

umvi 2y ago

What happened to university job fairs were you can talk to actual people? New grads should be leveraging those first.

scarface_74 2y ago
A new grad can’t stand out from other new grads regardless. Especially when they are now competing with out of work experienced developers
- deleted 2y ago
  [deleted]
- the_snooze 2y ago
  Undergrads have tons of opportunities to gain experience and make connections, both on and off campus: internships, research, TA jobs, sports, Greek life, volunteering, clubs, etc. When I review resumes from new grads, it's that kind of extracurricular stuff that stands out. It shows they had the initiative and commitment to pursue things that matter to them. If a resume is only coursework, then sure, that won't stand out.
  - scarface_74 2y ago
    This still doesn’t answer the second part - why hire a new grad over someone with two or three years of experience? There are plenty of those hungry for a job that would work for the same compensation.
    - the_snooze 2y ago
      My team has to be in-person, and new grads are far more likely to be open to relocating. I'd rather spend valuable time recruiting and interviewing people who are likier to accept an offer over those who'd balk at moving. Students have way more advantages in hiring than they realize. Openness to moving is a big one. So is getting experience and connections via extracurriculars. If you're a university student and you take the small steps to build up these advantages over time, you won't need to resort to resume-spamming.
      - scarface_74 2y ago
        And if they “have to be in person” is that because you are doing programming with specialized equipment? I can’t imagine hiring a bunch of new grads can actually end up being productive. Back in the day you would open an office in a place where you can get relatively cheap experienced devs like the suburbs of Atlanta (where I use to live).
        the_snooze 2y ago
        Yes, specialized equipment, and also restrictions on what systems we can do some of our work on. My organization isn't a run-of-the-mill software shop. We're an FFRDC (https://en.wikipedia.org/wiki/Federally_funded_research_and_development_centers https://en.wikipedia.org/wiki/Federally_funded_research_and_...) that does applied research for the US government. As such, our culture is to bring people in who we can develop and retain for a long time. A junior staff member's tasking and skill set may be limited to software development. But eventually they grow into technical experts on whole systems and use-cases, or team leads with established relationships with external stakeholders. I'm in the latter position, and I'm pretty good at identifying, recruiting, and developing people right out of school. To go back to the original topic, resume-spamming isn't the way you end up in an organization like mine.