Quote:
|
I don't understand that. If I'm contract, I want contract pay. When I go perm, then I expect a pay cut down to perm pay. If you want to hire me the "contract to hire" route, that's fine, but you're not getting off cheap initially. "The position will pay 100k, so we'll pay you $48 an hour until then." I don't think so.
|
Foreign workers that are not eligible for perm position flood the contractor market and take those wages down.
Quote:
Experience - The only way to gauge a fluffed resume is to have people who are knowledgeable on the technical aspects of a position in the interview process.
In one interviewing experience I was asked to explain a firewall configuration line for line - it was a simple configuration but it was still over 100 lines. That was a bit over the top but the feedback I received was that I was the only person to complete the task (I did put a few 'I don't knows' in there). In other interviews I have had sessions with those who would be my peers, subordinates and leads with technical question and answer sessions - these are extremely important because they do help filter out those who are fluffers (not you marcus) to those who really do know their stuff.
|
I should point out that I'm referring to software development from the requirements phase to maintenance. One could spend hours grilling a candidate about of asp.net and never get to desktop development, web services, remoteing, integration schemes, COTS products, T-SQL, scaffolding and development tools/culture...yada..yada..yada.
Too many technologies. Too many candidates.
Bottom line - It's a employers market and people that need the work take what they can get.