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> "HR doesn’t know shit about tech, and dev managers don’t know shit about HR" This is the cause of a significant amount of waste, friction and general anger f
by slgeorge 8y ago
> "HR doesn’t know shit about tech, and dev managers don’t know shit about HR"
This is the cause of a significant amount of waste, friction and general anger for both sides in my experience. Technologists are well-known for their TLA's, and HR teams have their own obfuscating discipline-specific terminology, assumptions and values.
The incentives for external recruiters are obviously a problem and even for internal recruiters they are mostly measured on seats filled rather than long-term retention or the candidates performance.
Hiring managers themselves are often extremely poor at describing or even understanding what it is they are trying to hire. They often struggle to provide clear and actionable feedback that can change the search.
Figuring out that collaboration is definitely worth while!
- exelius 8y agoRight to all of these; which is why you have to make it the hiring manager’s job to be very involved with the process. HR should be involved for governance purposes, but the manager and the team need to be involved with hiring new team members. Part of the problem is that no matter how careful you are, it seems whenever you bring in 10 candidates to interview, 1 is obviously overqualified and has higher salary expectations than you can offer, 2 are about right (but likely also have other offers), and the other 7 are varying shades of “sorry, not right now...” to “why did we even let you in the building?” It’s entirely normal to interview 10 candidates, make 2 offers, and get no accepts. That’s a huge waste of time on everyone’s behalf. But I have yet to see anyone find a way to significantly improve on this process, because as the OP states, everyone figures out to just start googling the answers to the questions.