I worked at a company where the DevOps team was having a hard time retaining employees. New engineers were staying on average for less than 1 year, and that was

I worked at a company where the DevOps team was having a hard time retaining employees. New engineers were staying on average for less than 1 year, and that was when we'd actually get candidates, oftentimes going months without a single person applying. This was a large employer in a small town that paid extremely well and had the best benefits I've ever had so I couldn't understand it. That's when I went on the website and read the job posting. Minimum requirements were several years of experience each in Java, Python, and JavaScript. The team didn't write code in those languages, why were they mandatory requirements? The people that did have those skills were unhappy once they realized they weren't going to be doing any coding on this team. It made more sense to me to only list things like Ansible or Terraform or Docker, things the team used on a daily basis, and be up front with candidates about the job responsibilities. On the same team there were a couple people who came from non-coding backgrounds like Unix systems administration and production support, they loved the job and had been at the company for many years. Why weren't we looking for more of those people? My boss told me that HR was judged by the qualifications of the candidates they allow to proceed in the process. No one would ask questions if you raised the hiring bar, or you might even get kudos. This made no sense to me as that would be like an engineer who only did work one day per month, not taking any chances on touching systems or code that had any chance of introducing a bug. This was my first job out of school and it taught me that in these large Fortune 100 companies, through no malice at all, silos can create policies that make complete sense to them that don't actually accomplish anything.