How to save your and other people's time at the interviews, or a little bit about the errors of HR

The next day began, as befits a winter day in the short week. In the task manager, there were classic tasks - " yesterday I sent a letter to Vasily Ivanovich in Sportloto, instead of Ivan Vasilyevich to Lotto million, where I wrote all the obscene things about Vasily Ivanovich, make sure that he did not read the letter " or " we are here in the branch in the past they optimized the system, instead of the administrator, hired the son of the best friend of the director, for which a friend of the director brought us a contract, only his son lost our base with the new SSD drive, bought cheaply, do us well as it was . "

I used one ear to listen to a video about career growth , while the other listened to noise from an effective manager through thin plasterboard partitions.like an owl , how suddenly an unfamiliar contact knocked me in the% messenger%.

TL: DR Further about money, HR, and, as always, a stream of consciousness.


Hello, said contact, but I found your phone on hh, and you are not interested in work for a bit?
Of course, I agreed. Announce your offer: what, where and how much?
I carefully buried correspondence with HR, but believe me - there was nothing new and interesting there. Young HR was not young , moderately good-looking, but she couldn’t explain at all what such perspectives could be in an organization where I was already interviewed 1.5 years ago, and there they were then offering exactly the same salary and exactly the same conditions as and today.
For a year and a half, a large and promising (TM) organization never bought a coffee machine ($ 500), and did not move from an office class "just half an hour on foot through the snow drifts from almost the farthest metro station." It didn’t work out for us that we’ve got mutual selling love, but, nevertheless, the correspondence itself made me wonder what questions should be asked before going to the office and on Skype interviews? I have already written what to ask about non-material motivation , but these questions still have to be reached.

First question.
In my opinion, the simplest first question to ask for saving both your and other people's time is the question about money.
If HR is unable or unwilling to voice a payroll fork - on the whole, further conversation does not make any sense.
There are, of course, exceptions: firms with a constant recruitment and a well-known reputation as a whole.

There are several reasons for such a seeming simplicity of the question, and the sharp dislike of HR for such simplicity.
The first reason.
Quote: The main problem of IT people in the Russian Federation is that they are not needed. In the Russian Federation, there are practically no serious IT businesses, and businesses in Russia are tight. In government offices everywhere, the approach “will do so”, therefore
a) total nepotism (nepotism. Owl knows a lot about it )
b) they don't care for advancement (certificates, skills, knowledge).
At the same time IT specialists in the Russian Federation more than necessary, because a country with a historically strong school. But they have nowhere to work, so the competition for a place (of course so-so, of course) is above the average for Western countries.

However, IT does not need somewhere more, but somewhere less. Where HR is sent for searches without specifying money, the frames are not needed at all. It happens - maybe you need to imitate your search activities, maybe you need to show a thick pack of resumes to some specialist and say what you see, Evgeny V.! In your place so many people can be found.
The method is of course not very honest, but about 7% of managers may not use it.

The second reason.
So that they do not speak in lectures of HR to themselves about non-material motivation and “money is not the main thing and works only in the short-term version”, however, non-material motivation works only under comparable or better working conditions. In the first place, almost always and almost everyone has money in the wording “no less than” -
The staff of Russian companies motivates "decent monetary reward", and demotivates "incompetent management". To keep people in the easiest way, by offering them a pay rise, analysts at Hays have established. The amount of remuneration is both the main motivating and the main demotivating factor for the majority of Russian workers, follows from the results of a study by the recruitment company Hays. 93% of the 3,600 employees surveyed in the course of the study were 486 Russian and international companies operating in Russia, mainly in Moscow.
Source: RBC
Since RBC cannot decide when to block something, here’s a substitute link .

Second question.
The second question is even simpler - who, in fact, are looking for, and did the future manager read the job description?
If HR cannot answer the second question at all, except for “well, there are computers, servers, DHCP, ReFS, Proxmox, NoSQL”, or responds confidently “no, I did everything myself (a)” - it means that the employee is not really required An image of stormy activity.

In such circumstances, asking about studying in a specialty, LCA, etc. is meaningless - in fact, what can we expect from an organization where the department’s management does not care who and how they are looking for HR?

It’s easier to say (or write) “thank you very much, I’ll carefully read your offer a little later and if it seems interesting to me, I’ll answer you”.
It saves time, and yours, and HR.

Of course, there is a risk of being blacklisted as “wicked and greedy” - these were recently published for Ukraine, and I have no doubt of their existence in the Russian Federation, but black lists for distribution among organizations where personnel are not needed have value ... only among such same organizations.

The end.

PS Stream of consciousness about aluminum forks.
TL: DR As always, at the end of the text is a stream of consciousness without any structure.

The labor market in IT in terms of system administration in Moscow is in a strange state, or I think so, maybe I just don’t have enough breadth of coverage, but for a number of links, the picture is similar.
Links:
One , two , three .

From the employer's side, sometimes Yaroslavna (or even Natasha Rostova) laments that “there are no personnel with the necessary qualifications”. In general, this is not the case, there are personnel, just the employer is a little silent, that the whole phrase sounds like this - “ there are no personnel with the necessary qualifications for the specified salary, or our HR do something wrong, but we cannot admit to ourselves ". According to one of the references there is a complaint of the form “we are not ready to pay as much as they want.”

From the workers' side, it seems that there are no jobs with a salary of NNN (in this case it is not particularly important, NNN is 100 or 500 thousand rubles).
This is also not the case; there are such vacancies, but almost never get into public access beyond a certain amount. For example, vacancies for 100-150 thousand rubles are found on hh much more often than 2 years ago, there are almost no vacancies for 200+ in public access, although in fact there are such vacancies, and these are not managerial positions. But, again, you need to understand the owl. The owl knows a lot about this.
A similar problem, “I want to receive, not earn,” unfortunately, has not gone away either.

On my personal side, it seems that the labor market in system administration in Moscow (and the Russian Federation) is generally narrowing under the pressure of various factors. These are factors such as:
- Stagflation in the economy, including accompanied by nepotism (nepotism).
- Increased productivity of equipment, when problems became possible to solve “just by purchasing an SSD”.
- Facilitate the deployment of virtualization systems. Method XX (and in production)
- Increased availability of clouds and cloud services, starting with Office 365 and ending with AWS.
- The transfer of non-core spheres to outsourcing, in modern monitoring and task management services, it doesn’t matter what number of points to follow - 100 or 500, which allows to optimize personnel (more precisely, remove it from Moscow), and in some places remove a woman, put a machine .
- Kroilovo on the ground.
- Reluctance to invest in a specialist as a kroilov subspecies (with variations).

About the last two points I will write in more detail.
- Kroilovo on the ground.
The development of demand for IT in Moscow was uneven. In the wake of oil money and in the absence of such a variety of clouds and tools as it is now, before the crisis of summer-autumn 2008, the demand for personnel grew. From the moment of the crisis, from autumn 2008 to 2012, the market was, accordingly, crushed by a mass of personnel, among which were high-competence personnel (with experience and real certificates).
As a result, among the part of both personnel specialists and HR, there appeared an opinion that there is a good IT specialist on the market, and inexpensive, and there is nothing difficult in finding such a specialist in particular, and in IT as a whole. That is, you can hire anyone and his qualifications will be sufficient.
However, at the same time, the flow of specialists from IT administration to related areas has increased (development, testing, and sometimes even in 1s and in accounting).
In addition, somewhere from the same 2008, the outflow of specialists from the Russian Federation as a whole grew (and it did not stop). By itself, in hundreds of people a year, this outflow is imperceptible, but not even enikei and junior administrators are leaving - on the contrary, serious specialists leave the Russian and Russian-speaking IT community. This is indirectly confirmed by the earlier analysis of the blobs “in Russian”, and the sad fate of a previously known site, which, in pursuit of advertising, merged marketing, coworking and space stories, plus headphones with a warm tube sound in one pile.
Unfortunately, such a public analysis (of jobs) is not conducted by the only remaining major portal on work - HH. With this, the HH portal provides an API for tracking employee loyalty, and there are rumors that the base can be obtained anyway, but there is no public statistics on it, and there are no tools for an employee to assess vacancies.
Perhaps, the statistics on staff outflows can be obtained from accounting systems of certifications, the same VUE.
Perhaps the outflow of personnel can be assessed indirectly through published lists of various kinds of experts.

- Reluctance to invest in a specialist as a kroilov subspecies (with variations).
Another knock at the bottom is heard from management and personnel, and it is called “no need to learn, otherwise it will run away.”
This is due, in my opinion, to the fact that even cheap ($ 500) training can give the specialist an understanding that he is more expensive in the market than he is offered “here”, and as a result the specialist leaves after training. As a result, in the overwhelming majority (in pieces) there are no training organizations, and an implicit (non-advertised) ban is even free education - even though it is online, although there are open pizza-eating contests. Sometimes it is not even possible to assemble your own stand, at least to check for updates of certain services. Variations are found in the form of a mandatory additional term on the gallery in the form of “either working out for study or returning NNN% cost”, or a drastic change in the authorities about this seemingly promising, including the approach “ develop your qualifications yourself, I read books in your years".

Result.
Now all of the above gives the results in the form of a knock at the bottom of the species:
-" Oh, I am a student, I was told on the test speed update to update, so we set it up with torrents, SSD, but still it does not work as it should, help good people , there is no money for support. ”
- There is no misfortune of staff.
- I don’t understand what to learn, don’t add money for certification, 100 (200, 300) thousand don’t pay anyway.
- Oh, there’s enough work for me, and there 65 years and the pension, we'll live!
- cadres in some places not at all and you are in Moscow, and the challenges in the region, so it's a TV. I have a problem,% username%.

The last point (the frame in some places not at all) must also be disassembled separately.
1. Washout personnel from the regions.
Almost all the sensible personnel from the regions either have already settled down normally, or moved to Moscow (St. Petersburg) and then got on the tractor. Exceptions are few, although they are.
2. Optimization of what is left has led to the fact that there is simply no frame that can do something that is needed once a year. There is a substitute type of it if necessary, but this “something” is not its specialization.
3. The same applies to the maintenance of all small things, such as cash registers, computers, monitors, and so on. This is small things, but this, too, needs to be known and done, along with this **** stroke and at least the same *** accounting system for wine-vodka products, EGAIS.
4. The situation is worsening in spurts, because generally speaking good specialists must say 10 “total” per 100,000 people, approximately (in the pp 3 market, where there are small things). A jerk will be at the moment when another specialist either moves a heart attack, or he moves to Moscow \ Peter. Immediately, the situation will go down a notch.
For example, take a small city of thousands per 50 population. It has a conditional network shop, any one - little coins - Pyaterochka - magnets - dixie - tape - a crossroads - who else is there. But there is. There are cash registers in the store, in fact, small PCs with a printing device screwed onto an electrical tape and a card terminal, which somehow send sales reports. Installers SKS in the city there.
Someone who is able to understand the problem of the “print not print” level and flash or repair or decide to replace the computer - printer - payment terminal - no longer exists. There, in general, nothing complicated. But. But the next shots sit for 100 kilometers. They don’t mind driving over these 100 km - you just need to drive two cars along fierce roads (and two because they drive only in summer on one car and in winter in winter to risk it), and the price tag on their services immediately * 10 - therefore that two cars and two drivers and risks, and this is a day, and they have current work at the place of stay.
The same with any case is a little more difficult to “saw off with the grinder”. Well, yes, there are some personnel to ensure the current functioning, everything else is not, or very little. Not needed.

What to do with it, someone may ask, how to live, I would be glad, but ... (c)
Nothing new has been invented here.
- VUE (Prometric, etc) certification
- IELTS (TOEFL, CELPIP)
- LinkedIn (monster, etc)
- Three well-known exits.

For those who read it.
For many, SUDDEN discovery that the Internet is full of not just courses on YouTube, but ready-made courses, laboratories and simulators, all without the possibility, that is, for nothing.
Without SMS and at high speed.
Enumerate the most famous:
AWS and Azure. Suddenly, both there and there they give from one month to one year “of the type free of charge”, however in Azure they will write off toli ruble, toli dollar, they say then they will return.
MS Hands-on lab
and to MS Hands-on lab - Channel 9 The
above mentioned pizza cues: Microsoft 365 Intelligent Communications Global Azure Bootcamp 2019 Russia

Vmware Hands-on lab
and their own YouTube channel
and their freshly trained training as part of VMUG SHD

.
List of VSA Virtual Storage Appliances and SAN Storage Simulators
Some simulators are simply GUI or CLI, some full-featured virtual machines.

Network.
Network simulators are described even here - from packet tracer to GNS3, where even ASAs can be inserted with known tricks.

How does all this relate to the original heading?
Simple enough.
The labor market in the world as a whole and in the Russian Federation in particular, is being compressed in system administration, and it is becoming more and more difficult to relearn it. As a result, it may happen that the choice of work will no longer be, at least some is good, but, in my opinion, this situation should be avoided, and for this, you should monitor both the trends “in general” and your own prospects with terms of growth (both wages and qualifications) and stability. For this, you need to spend less time on interviews in obviously unpromising places, and even less time on working in such places, if, of course, you don’t want to suddenly find yourself at 50 years old with the knowledge of a sample of 2005 for an interview to a place where people are not and need.
In my opinion, it is much better when you call or not to call back,% username%