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You have the raw end of the deal, not him. If an HR person can't make a judgement on whether a candidate is good or not other than by their qualifications (or
by louthy 11y ago
You have the raw end of the deal, not him. If an HR person can't make a judgement on whether a candidate is good or not other than by their qualifications (or they're actively marking the individual down when they have the experience but not the piece of paper), then the chances of the other employees at the company being chosen poorly is high.
If he got no interviews whatsoever, then it'd be a cause for concern. But it seems to me he's got a more optimal list of possible future employers.
- JoeAltmaier 11y agoNot quite fair. HR people have a huge number of applicants. They need something to winnow down the field. They could choose white males, or blue-eyed females, or athletes, or anything really. And still have a pretty good cross-section of candidates, some with skills. So they choose college degree, for (somewhat) defensible reasons. And they interview those that pass the filter, and choose 'good fits'. Which is what they'd have done if they had used any filter at all.