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And it's actually a real problem because [professional HR hiring people] aren't, in general, competent to be screening applicants, and indeed can't be, unless t

And it's actually a real problem because [professional HR hiring people] aren't, in general, competent to be screening applicants, and indeed can't be, unless they are former software engineers themselves. Bingo. Unfortunately, in a situation where it is typically in both sides' best interests to play to their strengths and hide their weaknesses as much as they reasonably can (and sometimes more), it is hard to see how to fix that problem. I suspect the rules of the game need to change, so that technical experts are involved much earlier in the process, even if it means staff with software development or related roles have to step away from their normal work now and then to participate in recruitment activities.

curtis 10y ago
I suspect the rules of the game need to change, so that technical experts are involved much earlier in the process, even if it means staff with software development or related roles have to step away from their normal work now and then to participate in recruitment activities. I totally agree with you. In an ideal world (at least a better one), I imagine it would go something like this: Engineering: We need to hire some more people. HR: Why are you telling us? That's not our problem. Engineering: ?! some time later Engineering: OK, we've found a guy we want to hire. HR: Excellent. We can take it from here. Note: I am not exaggerating for effect here. I am totally serious. The hiring of engineers should not be an HR problem.
- Silhouette 10y ago
  Curiously, that is how it's usually worked in the smaller companies I've worked for over the years. There might have been some sort of external recruitment agency involved in some cases, but the in-house people driving the process were always people like team leaders or department heads where the new recruit would be working, and typically the CVs were triaged or reviewed by a couple of other senior people within those teams or departments. I've never applied to a very large company via the equivalent process myself, only wound up in them through other means. However, seeing from inside how things have sometimes been handled, with HR/legal driving the process and technical people taking a back seat, I can't say I'm regretting my life choices here. :-)

curtis 10y ago

I suspect the rules of the game need to change, so that technical experts are involved much earlier in the process, even if it means staff with software development or related roles have to step away from their normal work now and then to participate in recruitment activities. I totally agree with you. In an ideal world (at least a better one), I imagine it would go something like this: Engineering: We need to hire some more people. HR: Why are you telling us? That's not our problem. Engineering: ?! some time later Engineering: OK, we've found a guy we want to hire. HR: Excellent. We can take it from here. Note: I am not exaggerating for effect here. I am totally serious. The hiring of engineers should not be an HR problem.

Silhouette 10y ago
Curiously, that is how it's usually worked in the smaller companies I've worked for over the years. There might have been some sort of external recruitment agency involved in some cases, but the in-house people driving the process were always people like team leaders or department heads where the new recruit would be working, and typically the CVs were triaged or reviewed by a couple of other senior people within those teams or departments. I've never applied to a very large company via the equivalent process myself, only wound up in them through other means. However, seeing from inside how things have sometimes been handled, with HR/legal driving the process and technical people taking a back seat, I can't say I'm regretting my life choices here. :-)