Comments on: The Reality of Hiring Someone: It is Too Easy to Miss a Great Applicant http://whatwoulddadsay.com/2008/01/the-reality-of-hiring-someone-it-is-too-easy-to-miss-a-great-applicant/?utm_source=rss&utm_medium=rss&utm_campaign=the-reality-of-hiring-someone-it-is-too-easy-to-miss-a-great-applicant Just another Diggings site Fri, 15 Jul 2011 13:42:41 +0000 hourly 1 By: Frank Booth http://whatwoulddadsay.com/2008/01/the-reality-of-hiring-someone-it-is-too-easy-to-miss-a-great-applicant/#comment-114168 Frank Booth Mon, 21 Jan 2008 23:47:24 +0000 http://blogs.jobdig.com/wwds/2008/01/14/the-reality-of-hiring-someone-it-is-too-easy-to-miss-a-great-applicant/#comment-114168 But that is exactly why I say HR should not be part of the hiring decision. In general, they are not qualified to judge a candidate's fit. But that is exactly why I say HR should not be part of the hiring decision.
In general, they are not qualified to judge a candidate’s fit.

]]> By: wwds http://whatwoulddadsay.com/2008/01/the-reality-of-hiring-someone-it-is-too-easy-to-miss-a-great-applicant/#comment-114118 wwds Wed, 16 Jan 2008 20:54:01 +0000 http://blogs.jobdig.com/wwds/2008/01/14/the-reality-of-hiring-someone-it-is-too-easy-to-miss-a-great-applicant/#comment-114118 Maybe the problem is not so much HR or definitions but that you are working in 'government.' HR folks, by and large, are overworked, under staffed and spend little time at the adult table. It is no wonder that this sort of thing happened to your 'friend.' Maybe the problem is not so much HR or definitions but that you are working in ‘government.’ HR folks, by and large, are overworked, under staffed and spend little time at the adult table. It is no wonder that this sort of thing happened to your ‘friend.’

]]> By: madaboutewe http://whatwoulddadsay.com/2008/01/the-reality-of-hiring-someone-it-is-too-easy-to-miss-a-great-applicant/#comment-114095 madaboutewe Tue, 15 Jan 2008 20:56:02 +0000 http://blogs.jobdig.com/wwds/2008/01/14/the-reality-of-hiring-someone-it-is-too-easy-to-miss-a-great-applicant/#comment-114095 A girlfriend of mine was passed over for a promotion (we're in Government, so you have to apply for promotions) because she has a Bachelor's in Anthropology and HR didn't know what that was. They tossed her application. When she questioned them, they didn't care what the definition was or that she qualified because the list was CLOSED and they were on to something equally as important to them. Even if you DO have that coveted PIECE OF PAPER, those of importance to your future can be under YOUR level, yet have ultimate power over what you want. Fair? Life ain't fair. Now go look up "anthropology" so this doesn't happen to anyone else! A girlfriend of mine was passed over for a promotion (we’re in Government, so you have to apply for promotions) because she has a Bachelor’s in Anthropology and HR didn’t know what that was. They tossed her application. When she questioned them, they didn’t care what the definition was or that she qualified because the list was CLOSED and they were on to something equally as important to them. Even if you DO have that coveted PIECE OF PAPER, those of importance to your future can be under YOUR level, yet have ultimate power over what you want. Fair? Life ain’t fair. Now go look up “anthropology” so this doesn’t happen to anyone else!

]]> By: wwds http://whatwoulddadsay.com/2008/01/the-reality-of-hiring-someone-it-is-too-easy-to-miss-a-great-applicant/#comment-114093 wwds Tue, 15 Jan 2008 16:14:23 +0000 http://blogs.jobdig.com/wwds/2008/01/14/the-reality-of-hiring-someone-it-is-too-easy-to-miss-a-great-applicant/#comment-114093 Thanks for your comment, Frank. It all depends on the company, of course. Most HR people are overworked and try their level best to find qualified applicants, trying to serve their hiring managers by presenting the most qualified candidates. It is a thankless job and sure to upset some folks. This whole area of talent acquisition is an area where HR people can make a name for themselves. Sadly, some don't have time or energy to make it work. Thanks for your comment, Frank. It all depends on the company, of course. Most HR people are overworked and try their level best to find qualified applicants, trying to serve their hiring managers by presenting the most qualified candidates. It is a thankless job and sure to upset some folks. This whole area of talent acquisition is an area where HR people can make a name for themselves. Sadly, some don’t have time or energy to make it work.

]]> By: Frank Booth http://whatwoulddadsay.com/2008/01/the-reality-of-hiring-someone-it-is-too-easy-to-miss-a-great-applicant/#comment-114092 Frank Booth Tue, 15 Jan 2008 15:12:53 +0000 http://blogs.jobdig.com/wwds/2008/01/14/the-reality-of-hiring-someone-it-is-too-easy-to-miss-a-great-applicant/#comment-114092 Please stop perpetuating the myth that HR people should be involved in qualifying applicants before the hiring manager gets to them. An HR generalist cannot tell if your skills in domain A translate to skills in domain B. An HR generalist will tell you that you need to have specific skills as listed by the hiring manager, because they do not understand the domain you will work in. They only understand HR. They won't know, for example, that "Unix on Sun, HP, and IBM platforms" means "Solaris, HP-UX, and AIX" and you won't pass the buzzword bingo game, because you wanted a clean resume, not a bullet list of buzzwords and jargon. HR is a department that administers the benefits and make sure that the company complies to their legal responsibilities to their employees. They work for the corporate operations folks and deal extensively with the corporate legal department. The same person cannot possibly know what will make an good customer service rep, janitor, nurse, IT project manager, database administrator, salesman, administrative assistant, and accountant. So they play buzzword bingo. Bitter? You bet. Grinding axes? Probabaly. Grossly exaggerated? Proabably not grossly. Please stop perpetuating the myth that HR people should be involved in qualifying applicants before the hiring manager gets to them.

An HR generalist cannot tell if your skills in domain A translate to skills in domain B. An HR generalist will tell you that you need to have specific skills as listed by the hiring manager, because they do not understand the domain you will work in. They only understand HR. They won’t know, for example, that “Unix on Sun, HP, and IBM platforms” means “Solaris, HP-UX, and AIX” and you won’t pass the buzzword bingo game, because you wanted a clean resume, not a bullet list of buzzwords and jargon.

HR is a department that administers the benefits and make sure that the company complies to their legal responsibilities to their employees. They work for the corporate operations folks and deal extensively with the corporate legal department.

The same person cannot possibly know what will make an good customer service rep, janitor, nurse, IT project manager, database administrator, salesman, administrative assistant, and accountant. So they play buzzword bingo.

Bitter? You bet. Grinding axes? Probabaly. Grossly exaggerated? Proabably not grossly.

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