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The solution seems pretty simple to me: get rid of the HR and recruiters, at least as having much power in deciding who to interview. That's the hiring manager
by magduf 7y ago
The solution seems pretty simple to me: get rid of the HR and recruiters, at least as having much power in deciding who to interview. That's the hiring manager's job. He knows what kind of person he's looking for, so let him make decisions. Why would you let some non-technical person decide who's qualified to be interviews? It makes no sense. At best, have the hiring manager give some very basic things to look for on resumes to the HR person, so they can screen out the people who are obvious wastes of time.
>If we could find a better way, we'd be using it.
It seems to me that the reason it's so bad is because, at many companies, HR people refuse to admit that they're incompetent at hiring technical people, and insist on inserting themselves into the process to a degree which is highly counterproductive. The only thing HR should be doing is helping hiring managers find the people they need, and otherwise staying out of the way. The bulk of the HR person's time should be on other tasks: personnel issues with existing employees, helping new employees get situated, maybe interpersonal issues, etc. The hiring manager can afford to spend an hour a day looking through resumes and giving good ones back to HR to recruit.
- loopz 7y agoThis is assuming technical hiring manager, which may often not be so. Also, a team often wants new hires with all the latest buzzword experience as they are too swamped themselves.
- mywittyname 7y agoMaybe have experienced different approaches, but where I've worked, the hiring manager told HR what skillset they needed and HR would fire over resumes for the team to look at and decide who to bring in. Our team decided 100% who to hire and not. So, basically what you're talking about already happens at every company I've been involved in hiring at. HR posts the job posting from the manager, forwards resumes that look good. The do perform the initial non-technical interview, but teams handle technical interviews as they see fit. HR is only involved to present the offer. Because of that, I took the parent comment to say that HR should be better at resume fishing. Meaning, they should understand technological equivalencies better, like MySQL and Oracle are somewhat equivalent or related skills but Bash and Elasticsearch are not. This is what recruiters are supposed to do; obviously most are bad at it, but his is largely because few SWE/SysAdmins/DevOps are going to pivot into recruitment.