More About Living in Hotels

November 14, 2007 | etbe

In the past I have spent about 18 months living in hotels with a couple of months of breaks in between. I have previously written about it in terms of living in London hotels [1], but I have been asked for more generic advice.

Firstly the amount of possessions that you may have when living in hotels is seriously limited. For ease of travel you want to restrict yourself to one suitcase for checked luggage and one for carry-on luggage. Hotels often have short-term storage space for possessions of guests, so having a second suitcase of items that are not worth stealing (clothes and books) may be an option. But consumer electronics devices other than a single laptop computer are not an option.

I read an interesting blog post on ZenHabits.net titled Minimalist Fun: The 100 Things Challenge [2] which advocates counting and limiting the number of possessions you own. When living in hotels if I considered my books as one collection and my clothes as another (having never been interested in trendy clothes they count as utilitarian items for work or leisure not objects that I seek to own) and as my mobile phone was a tool for work and my computer gear was strictly limited to items that were needed for work (and thus “tools”) my only possessions were a digital camera and some bottles of liquor! The lack of ability to accumulate possessions may be considered as an advantage or a disadvantage depending on what your aims are.

If you are moving to another country for work there are three ways of doing it. The easiest is to be a permanent employee of a company that assigns you to work there – in which case they will probably pay to transport your stuff when you buy or rent a house. If you are a looking for new employment (either contract or permanent) in another country then you can either find the work before moving or after arriving there. Finding work before arriving in the country is difficult and generally only works for short-term contracts. So it’s most likely that you will either be looking for work immediately after arriving or after a short contract. In either case having better mobility increases your employment options – why restrict yourself to one city or region when you can choose from all jobs in an entire country or (in the case of the EU) half of a continent! The career benefits of being able to accept any job anywhere in the world at short notice are significant!

There are situations where an employer will pay hotel bills. One example was when I was working for a London based company and they assigned us to work at the other side of London. My colleagues complained and the company paid for hotel bills for everyone Sunday night to Thursday night inclusive as well as an extra hour of pay per day as compensation for the inconvenience. For me of course one hotel was as good as another so it just meant that my employer was covering 5/7 of my living expenses. Then I had a meeting with the hotel manager and pointed out that having me check out every Friday would be bad for them as the hotel was mostly empty on the weekend and suggested that they make me a deal for the other two days – I ended up paying something like one night of hotel fees per week! If I had rented an apartment I would have still been paying the full rent (which while less than 30 days hotel fees per month would have been considerably more than 4 or 5 days of hotel fees per month).

If you live in a hotel then there is always some sort of deal that can be arranged. Apart from certain busy days (such as around the Christmas and new-year time) they always want long-term guests and will be willing to reduce the price, give free dinner or drinks from the bar, etc.

The cost of living in a hotel at times such as Christmas may be as much as five times the regular rate. That is a further incentive to visit friends or relatives at Christmas. If you can’t visit your family (which may be difficult if they live on the other side of the world) then finding a friend who has a spare room might be an option.

Increasing Efficiency through Less Work

November 2, 2007 | etbe

I have just read an interesting article titled Why Crunch Mode Doesn’t Work [1] which documents the research on efficiency vs amount of time spent working (and by inference amount of time spent on leisure activities and sleep). It shows that a 40 hour working week was chosen by people who run factories (such as Henry Ford) not due to being nice for the workers but due to the costs of inefficient work practices and errors that damage products and equipment.

Now these results can only be an indication of what works best by today’s standards. The military research is good but only military organisations get to control workers to that degree (few organisations try to control how much sleep their workers get or are even legally permitted to do so), companies can only give their employees appropriate amounts of spare time to get enough sleep and hope for the best.

Much of the research dates from 80+ years ago. I suspect that modern living conditions where every house has electric lights and entertainment devices such as a TV to encourage staying awake longer during the night will change things, as would ubiquitous personal transport by car. It could be that for modern factory workers the optimum amount of work is not 40 hours a week, it could be as little as 30 or as much as 50 (at a guess).

Also the type of work being done certainly changes things. The article notes that mental tasks are affected more than physical tasks by lack of sleep (in terms of the consequences of being over-tired), but no mention is made about whether the optimum working hours change. If the optimum amount of work in a factory is 40 hours per week might the optimum for a highly intellectual task such as computer programming be less, perhaps 35 or 30?

The next factor is the issue of team-work. In an assembly-line it’s impossible to have one person finish work early while the rest keep working, so the limit will be based on the worker who can handle the least hours. Determining which individuals will work more slowly when they work longer hours is possible (but it would be illegal to refuse to hire such people in many jurisdictions) and determining which individuals might be more likely to cause industrial accidents may be impossible. So it seems to me that the potential for each employee to work their optimal hours is much greater in the computer industry than in most sectors. I have heard a single anecdote of an employee who determined that their best efficiency came from 5 hours work a day and arranged with their manager to work 25 hours a week, apart from that I have not heard any reports of anyone trying to tailor the working hours to the worker.

Some obvious differences in capacity for working long hours without losing productivity seem related to age and general health, obligations outside work (EG looking after children or sick relatives), and enjoyment of work (the greater the amount of work time that can be regarded as “fun” the less requirement there would be for recreation time outside work). It seems likely to me that parts of the computer industry that are closely related to free software development could have longer hours worked due to the overlap between recreation and paid work.

If the amount of time spent working was to vary according to the capacity of each worker then the company structures for management and pay would need to change. Probably the first step towards this would be to try to pay employees according to the amount of work that they do, one problem with this is the fact that managers are traditionally considered to be superior to workers and therefore inherently worthy of more pay. As long as the pay of engineers is restricted to less than the pay of middle-managers the range between the lowest and highest salaries among programmers is going to be a factor of at most five or six, while the productivity difference between the least and most skilled programmers will be a factor of 20 for some boring work and more than 10,000 for more challenging work (assuming that the junior programmer can even understand the task). I don’t expect that a skillful programmer will get a salary of $10,000,000 any time soon (even though it would be a bargain compared to the number of junior programmers needed to do the same work), but a salary in excess of $250,000 would be reasonable.

If pay was based on the quality and quantity of work done (which as the article mentions is difficult to assess) then workers would have an incentive to do what is necessary to improve their work – and with some guidance from HR could adjust their working hours accordingly.

Another factor that needs to be considered is that ideally the number of working hours would vary according to the life situation of the worker. Having a child probably decreases the work capacity for the next 8 years or so.

These are just some ideas, please read the article for the background research. I’m going to bed now. ;)

[1] https://tinyurl.com/y66tyev7

A Traditional Approach to an IT Career

October 27, 2007 | etbe

I have just read Career Development for Geeks [1] by Erik de Castro Lopo [2]. It makes some interesting points about a traditional approach to an IT career. The path I followed for most of my career (after I had a few years experience) was to work as a contractor and happily leave jobs without having anything else lined up.

Erik suggests getting Engineers rather than managers to give references, it’s an interesting idea. Engineers can give better references about quality of work, while managers can speak on behalf of their employer (in theory). In practice a sane manager won’t give a bad review for legal reasons so the value of a reference from a manager is probably limited. Of course one problem with reviews is that I have never heard of a recruiting agent or employer actually verifying the ID of a reference. I could be listed on a friend’s CV as a senior manager in a multi-national company (which doesn’t have a major Australian presence) and give a good review and it seems unlikely that the typical recruiter would work it out.

For someone with plenty of spare time and no significant assets (no risk of being sued) it could be entertaining to apply for a bunch of positions that they are not qualified for with friends using pre-paid mobile phones to give references. This could be done as a documentary on corporate hiring practices, or to simply try and get the highest paid job possible. Based on observing some former colleagues it seems that little skill is required to get a job and that when people do really badly they get paid for at least a few months. I am constantly amazed when reading reports about so-called “con artists” who commit crimes for what are often small amounts of money. Getting an income significantly greater than average without knowing anything about how to do the work is very common and is never treated as fraud (the classic example was a former colleague who wanted to write his own encryption algorithm but who didn’t even know about binary and therefore couldn’t use operations such as XOR).

Erik’s main suggestion for dealing with recruiting agents is to talk about project management issues (recruiters don’t understand technology). My way of dealing with them has been to assure them that I know it all and tell them to forward my CV to the client.

Another suggestion is to learn new skills and diversify your skills. I don’t support this because I believe that the majority of people who read my blog are significantly more skillful than the typical programmer. If an area of technology starts to go out of fashion then it’s the people with the least skills who suffer the most. If you are good at your work and enjoy it then it shouldn’t matter much if people around you are being laid off. Of course to rely on this you have to be working in a reasonably large field. For example if you develop software in a language which has hundreds of programmers then you may be at risk, but if there are tens of thousands of programmers using the language then you only need to be in the most skillful 10% to be assured of employment for the next decade or two.

That said there are benefits to moving around, meeting new people, and working on new contracts. One thing you don’t want is to have 10 years of experience which are the same year repeated 10 times!

Update: Here is a paper Erik submitted to OSDC on the same topic [3]. Mostly the advice is the same but with more detail and in a better format for reading.

Getting People into IT

October 11, 2007 | etbe

Pia writes about the difficulty in getting young women and young people in general into the computer industry [1].

While I agree that having more women in the computer industry would be a good thing, I have difficulty believing some of the claims that Pia makes. For example the claim that “[girls] are more career focused earlier in their school life“. I chose my career when I was about 11 years old [2] and several of my friends made similar decisions at similar ages. I would be interested to read anecdotal evidence from women in the computer industry about how old they were when they decided on their career and if their friends did the same, a reference to any research on this topic would also be useful. I tend to believe that boys are more career focussed at all stages of their life but have little evidence to support this idea. One fact that seems obvious is that the idea that “if you don’t succeed in your career then you can always marry someone who does” is almost non-existent among boys. It seems likely that such ideas have a statistically relevant affect on the focus on career of boys vs girls. Also the Australian Bureau of Statistics reports that the MEDIAN income for women is significantly lower than for men [4], I find it difficult to imagine that girls could be more career focussed from a younger age and yet get significantly lower pay (note the fact that it’s median not mean income is very significant as it removes the “glass ceiling” effect).

Phillip Greenspun writes about why there are so few women doing scientific research [6] and makes some good points about why scientific research is generally not well paid and therefore a university student would choose a career in some other area and suggests that it’s a macho thing that guys enter such competitive fields for relatively low wages. Maybe some women correctly assess the costs and benefits of a career in scientific research and then make the mistake of equating Computer Science to other branches of science.

But the median income suggests that although there may be some valid reasons for avoiding science that would only cover a small portion of the problem (the difference in median income can not be explained by misplaced attempts to maximise income).

One problem that is significant is the quality of school education for girls. Not only is there the issue that boys may crowd-out girls for some subjects that are supposedly traditionally for boys (such as all science) but even girls schools aren’t as good as they should be. Some time ago I was talking to a teacher at an all-girls school, the school was moderately expensive and parents were paying the extra money presumably to give their daughters educational opportunities that they might miss in a co-ed school. However the school did not teach hard maths (“Maths B” was the official name at the time) and only taught the easy maths (official name “Maths A” and unofficial name “Vegie Maths“) because they didn’t have many girls demanding it (which is probably difficult to measure if you don’t offer it as a reasonable option) and the girls who wanted to study it could always move to a different school. So the choice facing girls at the exclusive school in question was “skip the subject that is most useful for further studies in most science subjects” or “go to a different school and miss most of your friends“, this sort of decision would surely discourage some potential female computer programemers. Also I think that the difference between boys and girls in regard to studying computer science has a lot to do with the fact that given a choice between missing most of their friends and missing out on something related to computers would be a no-brainer for most boys. Paul Graham’s article about Nerds has some interesting points to make in this regard – maybe the problem is that girls aren’t Nerdish enough [5].

Pia also writes about parents and teachers advising children not do study IT because of a perceived lack of jobs. I think that the problem here is not just bad advice, but also a bad tendency to take advice. Someone who wants to study in an established field which changes little over time (law and accounting spring to mind) probably should take careful note of the advice that they are given – things haven’t changed much in the last few decades. But someone who wants to study in a field that changes rapidly and where every year has new and significant developments (of which the best example is the computer industry) should probably be quite skeptical of all advice – most advice about the computer industry concerns how things used to be not how things are. Finally when considering whether to accept advice you should consider who is offering it. For example advice from a hiring manager should be carefully noted (as the manager will tell you precisely what factors influence their own decisions on hiring). Advice from people who are successful in the industry should also be noted. Advice from a school career advisor who gets paid about 1/3 what any 25yo can earn in the computer industry should be entirely ignored. I wonder whether being hesitant to ignore advice is a problem for girls in this regard.

When I was in year 11 I had to take a subject related to career planning. It covered some things that were of minor use (such as writing CVs) and had an assignment of writing a fictional CV for yourself a few years after leaving university. I received bad marks for preparing a CV that involved changing jobs as companies went bankrupt or projects failed due to bad management, I was told that if your employer fails in the market it makes you look bad! However my fictional CV did bear some resemblance to what really happened…

In terms of what industries have jobs available, the best advice I can give students is to actively do some research of their own. It’s not difficult to get the jobs sections of some newspapers and do a quick scan to see how many positions are open in a field, and it’s even easier to do some searches on online jobs sites (which usually tell you how many positions posted in the last X days match your criteria). For example I just visited jobserve.com.au and found 1724 Engineering jobs and 5622 IT jobs advertised. If you compare this to the university intake (I visited the Swinburne university courses list [3] and found 25 IT courses vs 29 Engineering course) it seems that the ratio of Engineering graduates to jobs is not likely to be as good as that for CS graduates. Of course it may be that all the other universities have hardly any Engineering courses and balance the ratio out (but I doubt it). In any case this would be a good way of injecting some facts into a discussion of the relative merits of different career choices and avoiding it being an issue of parents/teachers not liking computers vs children liking them. Determining the relative pay rates of different industries is a lot more difficult (and requires a significant amount of work), some recruiting agencies publish statistics – but those stats only apply to the positions that they fill (which is a sub-set of the actual positions).

Finally as a piece of advice for children, try and find a job that you enjoy. If you earn $30K doing something you enjoy then you’ll probably be happier than if you earn $100K doing something you hate. Also if you enjoy your work then you will probably be able to take the extra steps needed to become successful – often it’s not a choice between having fun or making good money but a choice between fun and good money or the absence of both. If someone tells you to avoid doing what you love and instead do something boring for some unsubstantiated belief that there would be more money in it then be a nerd and tell them that their opinion is not relevant (it does tend to make teachers angry though).

Who Can Contribute to Free Software

October 11, 2007 | etbe

A common misconception is that only programmers can contribute to free software. The first significant reference I recall to this was in a presentation by Pia Waugh [1] where she mentioned that she felt that the way words such as “coder” and “hacker” are used in the community as synonyms for “contributor” are denigrating to people such as herself who aren’t coders!

I’m certain that no-one in the Australian Linux community would have any doubt about Pia’s contributions, not even when they mis-use terms such as “coder“.

Non-coding ways of contributing include writing documentation, arranging meetings and conferences, and serving on the committee of LUGs and other organisations. I’m sure that there are many other ways of contributing that I can’t think of at the moment.

The development of the free software community depends on a wide range of skills, and many of the best coders don’t have great skills in other areas. The meme that you have to be a great coder to contribute causes two problems, one is that there is a lack of contributers to non-coding tasks, and another is that coders end up doing non-coding work that they are often not particularly good at and which takes them away from things that they do well. I recently refused a nomination for the committee of my local LUG because I believe that most members can do the committee work as well as I can and many of them can do it better than me – so it’s best if I spend my time coding and preparing presentations about code that I write instead of joining the LUG committee.

I was reminded of Pia’s presentation (from some years ago) by a comment on my blog post about Ideas for a Home University [2] where the commenter seems to believe that they can’t adopt the university degree equivalent via free software contributions that I suggest because of not being a programmer or sys-admin. I really doubt that anyone would care if Pia has a university degree (I don’t know whether she has one), I’m sure that the companies that hire Waugh Partners [3] do so because of the reputation that Pia and Jeff have for getting things done and for their positions in the community and not because of whatever certificates that the partners may have.

I suggest to the commenter in question (and anyone else in a similar position) that they become involved in running their local LUG (or starting one if there isn’t one already). You would really be surprised by the number of job opportunities that arise from running such a community organisation.

Some Good and Bad Ideas for Recruiting

September 12, 2007 | etbe

Eweek has an interesting article about Microsoft’s latest bad hiring idea [1] (their previous one was hiring a model to try and give the idea that IT work is cool [2]). They have created a web site hey-genius.com to try and get people who consider themselves to be geniuses to work for them.

One significant problem with this idea is that the amount of ego required to claim the title of genius is significantly greater than the amount of ego that makes it impossible for two people to work in the same office. Google’s methods of trying to attract candidates are much more sensible, for example setting mathematical and logical problems and inviting people who can solve them to apply for work. People who can solve maths and logic puzzles tend to be good programmers because essentially programming is about solving such puzzles while also relying on having memorised a huge number of facts and numbers. If you can solve the logic puzzles then you are probably half-way to becoming a decent programmer.

The next problem is that the web site doesn’t work very well. In fact it works so badly that some people have suggested that the aim of the exercise is to make job offers to the people who give the best suggestions as to how to improve the web site. It gave a black window with Konqueror and with Firefox it didn’t appear to offer full functionality (and required a pop-up for no good reason too).

But one useful thing about it is that it links to the Microsoft Jobs Blog [3] which is a really good recruiting idea. There are posts about various benefits that MS offers it’s employees, about visits by MS representatives to schools, and other things that will surely be of interest to people who like MS. I recommend that everyone who works in HR reads that blog and considers whether something similar would work for them (I think it would work for all large companies). Another interesting thing to note is that there are glamour photos of recruiting agents. I suggested in my previous post that they should “find some cute female MS employees and get them to do the promotion”, well it seems that MS was already doing similar things before I suggested it!

One significant thing that they could do to improve their jobs blogging is to have a blog with job adverts with category based feeds for all the different categories. This would permit someone who is interested in XML work to get a feed of the XML jobs category and wait for something suitable to come up. I believe that every company that advertises more than two positions per year should have a RSS feed of the job adverts. It allows syndication feeds of adverts from multiple companies which job seekers can poll for positions that match their skills.

Writing a CV for a Contract Position

August 28, 2007 | etbe

There is a lot of career advice related to writing CVs in books and floating around the net. Unfortunately almost all of it is tailored to permanent positions.

Some advice that I have seen includes researching the company you are applying for and emphasising your experience in related fields. This probably makes some sense if you have targetted a major company to be your employer for the rest of your life. But if you are after contract work (which incidentally tends to pay better than permanent positions) then it’s not going to work. About half the time when applying for contract work you won’t know the name of the company that is receiving your CV until after they have decided whether to grant you an interview.

Contractors therefore need to write their CVs to have broad appeal (emphasising common technologies such as C programming and skills such as debugging), and to appeal to a recruiting agent.

Some people recommend writing your CV in MS-Word to support agencies and potential employers who are not competent enough to open other file formats (such as PDF and HTML). I strongly disagree with this advice, most contract positions are advertised by multiple recruiting agencies and it would be best for you to be represented by the most competent agency. Therefore having an agency staffed by incompetent people not represent you because they can’t figure out how to read a HTML or PDF file is a good thing! The same applies for employers, while applying for the best paying contracts will often result in some strange and unpleasant working conditions having a manager who can’t open a PDF or HTML file is likely to result in something that is unusually bad – run away!

Recruiting agents will often give specific requirements for a CV. Sometimes these requirements are a little odd (such as demanding that references to C programming be removed from a CV when applying for a Unix sys-admin job), but being merely a little odd is no reason to boycot the agency. To solve this I wrote my CV in M4 macros to generate HTML code. When I wanted to apply for a position I would just type make to compile the M4 source into five or more different CVs. Sometimes a recruiting agent would request two versions when applying for one position, it’s a strange request but when five versions were compiled in one pass it was easy to satisfy it. If I liked PDF I could have written M4 macros that generate TeX and have the make process convert TeX to PS and then PS to PDF.

Unfortunately I can’t share any macros because the code was not of particularly high quality (which is a little ironic) and because it’s tightly tied in to my CV. The best piece of advice that I can give to anyone trying this is to get columns sorted out as the first issue. If you want to have some lists of programming languages, lists of OSs, and lists of hardware, etc in your CV then it usually works best to have two columns in the page. If the largest list is removed then the other lists need to be shuffled around to get the column lengths to match. Doing this in HTML required some ugly M4 macros. There probably is a better way of doing this in TeX (but I’m really not good at TeX and can’t give advice about it).

James has some interesting advice about writing CVs. I think that his most useful points are:

Use file names based on your name so that agents can find your CV in the directory full of CVs
Include complete contact details. One thing he doesn’t mention is that you should buy a mobile phone for the purpose of getting a job even if you don’t want one for any other reason. A 5% difference in pay for a year’s work would cover the cost of many mobile phones and the difference between a good job and a bad one is likely to be more than 5%. If you are afraid of brain cancer then don’t worry, if you only spend a few minutes a month talking to recruiting agents then you are at no risk.
Don’t start a sentence in the career history section with the word worked – everything in that section will be related to where you worked in the past. It seems obvious in retrospect but I realised that I have made this mistake on my CV.

Does Having Fewer Rules Inspire Hard Work?

August 26, 2007 | etbe

I was recently talking to a client about the lack of guidelines for acceptable personal use of office resources in his company. He rejected the suggestion that he provide any real rules or guidelines (apart from some old rules that most employees were not aware of and of which there was no procedure to remind them to periodically read). He said that he only wanted to hire motivated people who wanted to work, and that people who need rules should work elsewhere.

The results of his approach seem reasonable, everyone who works for him works really hard. In return his attitudes towards employees are more relaxed than most employers, among other things he is very supportive of employees who desire career opportunities greater than his company can offer.

I have been wondering whether rules alone can make people lose interest in working, or whether it’s the type of person who doesn’t want to impose rules that inspires hard work.

My experience is that when working for people who have a rule-free environment I tend tend to work really hard, and that when working for companies that have lots of rules I find it difficult enough to get out of bed in the morning – let alone become motivated to do any work.

I am interested to see comments from other people, both workers and managers. Is my experience common in this regard?

The Start of My Computer Career

August 23, 2007 | etbe

When I was about 11 years old I decided that I wanted a career related to computers. My first computer was the TEC-1 single-board Z80 based kit computer from Talking Electronics magazine (see the photo below). I think that I built this when I was 10.

The computer is 16cm high and 25cm wide. The six seven segment displays are the only built-in output device (there were optional kits for other output devices). The keypad has the hexadecimal number keys, an “ad” button for entering addresses, a “go” button for executing programs, and “+” and “–” keys for incrementing and decrementing the address. Below the reset button (labelled “R“) you will see the optional function key (of which I can’t remember the purpose). Programming this computer required entering the hexadecimal code on the keypad with the “+” and “–” keys being the main method of editing (the “ad” key was used to jump to a different section of RAM). In editing mode the first four seven-segment displays showed the address (the Z80 could only address 64K of RAM) and the other two showed the memory contents (the word size was one byte). In terms of user-friendlyness it was probably about equal to punched cards – apart from the lack of non-volatile storage (unless you built the optional NVRAM kit).

My TEC-1 has 2K of RAM (the 83251R chip is equivalent to an Intel 16kilo-bit 6116 static RAM chip) and 2K of ROM (the chip with the orange sticker labeled Mon1 is a 2716 EPROM – 16kilo-bit).

Not long after that my parents bought the first serious computer for the family, a Microbee Z80 based system with a tape drive that used a monochrome monitor of resolution approximately equal to CGA and which had either 16K or 32K of RAM (I can’t recall). The next family computer was a Microbee Premium series 128K which is probably the same model as the one depicted on the Microbee Wikipedia page (a serious omission of the Wikipedia page is that it has no picture of the box containing the PSU and the floppy drives for the Premium Series). My first published article in a computer magazine was when I was about 15 years old and I wrote a long email on a Fidonet echo (mailing list) reviewing a 3rd party update to the CP/M system for the Premium Series Microbee and was surprised by having it published in the Microbee club magazine (in those days we didn’t bother much about copyright so no-one asked for my permission before publishing).

I wonder if starting with computers at such an age is typical for people who now contribute to free software development. I think it would be interesting to see some blog posts from other people in the community about how old they were when they started with computers and what type of computer they started with.

I also wonder about the correlation between the age of starting with computers and career success in the computer industry. One significant benefit of starting early was that I could learn things that would be useful for my career in later decades while other children were wasting time studying what teachers told them to study. It also meant that in later years of high-school I could relax knowing that I could get straight B’s without effort which was more than was required to enter a CS degree program at that time. Until half-way through year 12 I tried to avoid ever doing home-work at home – home-time was computer time! Do you think that the age at which you chose your career significantly affected your success? If so in what way?

If you were asked for advice by parents as to when their child should be given it’s first computer what age would you suggest? Unfortunately I usually get asked for advice about such things by people who have children aged 16+ (which is way too late IMHO).

Update: Dbenn recently gave a talk to his son’s primary school about computers and he used the TEC-1 as an example. They are still in use!

IT Recruiting Agencies – Advice for Contract Workers

August 15, 2007 | etbe

I read an interesting post on Advogato about IT recruiting agencies (along with an interesting preface about medical treatment for broken ribs).

Their report closely mirrored my experience in many ways. Here are what I consider to be the main points for a job applicant dealing with recruiters:

Ask more than you believe that you are worth – the worst they can do is say “no” (and you will feel like a fool if the agency pays you less than half what the client pays because you didn’t ask for enough).
Put lots of terms in your CV that will work for grep or other searches. A human who reads your CV will know that if you describe 3 years of Linux sys-admin experience that you can do BASH shell scripting and sys-admin work on other versions of Unix. But if a search doesn’t match it then the typical recruiting agent won’t offer you the position. I have idly considered saying things like “Perl (not Pearl) experience” to catch mis-spelled grep operations.
Recruiting agents will frequently demand that you re-write your CV to match a position that they have open, they will say things such as “you claim 3 years of shell scripting and Perl experience but I don’t see that on your CV” and insist that you re-write it to give more emphasis to that area.
Most recruiting agents are compulsive liars and don’t understand computers, you have to deal with the fact that to get most of the better paying positions you need to have an incompetent liar represent you. Avoid the stupid liars though. For example I once refused to deal with an agent who told me about his plans for stealing the CV database from the agency he worked for and selling it to another agency – not because he was shifty in every possible way, but because he was so stupid as to boast about such things immediately after meeting me on a train.
Expect that recruiting agents won’t understand the technology. If you politely and subtly offer to assist them in writing a letter to a client recommending you then they will often accept. Why would they go to the effort of assessing your skills and writing a short letter to the client describing how good you are when you can do that for them? On one particularly amusing occasion I was applying for a position with IBM and the recruiting agent had been supplied with a short quiz of technical skills to assess all applicants – they gave me the answer sheet and asked me to self-assess (I got 100% – but it was an easy test and I would have got the same result anyway).
Some levels of stupidity are so great that you should avoid dealing with the agent (and possibly the agency that employs them). Being unable to view a HTML file is one criteria I have used since 1999 (every OS since about 1998 came with a web browser built in). Another example is an agent who tried to convince me that “.au” is not a valid suffix for an email address (I was applying for a sys-admin job with an ISP). Job adverts that mis-spell terms (such as Perl spelled at Pearl) are also a warning sign.
Gossip is important to your business! Some agencies will pay you what you earn and merely terminate your contract when things go wrong. Other agencies will refuse to pay you when things go bad, or even demand that paid money be returned and threaten legal action. Talk to other contract workers in your region and learn the goss about the bad agencies. Also track agency name changes, when a bad agency changes name don’t be fooled.

When applying for a position advertised by an agency you will ideally start by seeing an advert with a phone number and an email address. The best strategy in that case seems to be to send your CV with a brief cover letter and then about 5 minutes after your mail server sends the message to their mail server you phone them. I found that I got a significantly higher success rate (in terms of having the agent send my CV to the client) if I phoned them when my CV arrived.

Sometimes a fax number is advertised, unless there is some problem that prevents sending a document via email (such as the agency having a broken mail server) then do not FAX them. A faxed document will have to be faxed on to the client and will look bad after the double-fax operation and will prevent the agent from grepping it. Rumor has it that agents will often post fake adverts for the purpose of collecting CVs (so that they can boast to clients

In most situations a recruiting agent should insist on meeting you for an interview before sending your CV to a client. The only exception is if you are applying for a job in another country. Meeting an agent at a restaurant or other public place is not uncommon (often they want to meet you while travelling between other locations and sometimes their main office is not in a good location). I suspect that some agencies start with a “virtual office” and perform all their interviews in public places (this doesn’t mean that they will do a worse job than the more established agencies). If an agent is prepared to recommend you to a client without meeting you then they are not doing their job properly. It used to be that there were enough agencies pretending to do their job that you could ignore the agencies that will recommend any unseen candidate. But now an increasing number of agencies do this and if you want a contract you may have to deal with them.

When an agency has a fancy office keep in mind that they paid for it by taking money from people like you! For contract work a recruiting agent is not your friend, they make their money by getting you to accept less money than the client pays them – the less they pay you the more money they make. A common claim is “we only take a fixed percentage of what the client pays”, but when you ask what that percentage is they refuse to answer – I guess that the fixed percentage is 50% or as close to it as they can manage.

etbe – Russell Coker

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Category Archives: Career