If not A+, then where should someone start?
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@Dashrender said in If not A+, then where should someone start?:
It might be better to say - the places that Scott and elk WANT to work use recruiters...
No, lots of good places don't. But lots of good places do. I think the point was only that HR doesn't play the huge role that people often imagine.
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@scottalanmiller said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
It might be better to say - the places that Scott and elk WANT to work use recruiters...
No, lots of good places don't. But lots of good places do. I think the point was only that HR doesn't play the huge role that people often imagine.
I haven't been in the job market going through HR in - hmm... ever I guess. First tech job was a bench job, but was pulled off a telemarketing call floor to work it part time as one of the few on the floor who "knew anything about computers" - so no HR for that move, that job became full time jack of all trades on anything PC/phone related (including pulling cables). Inter-company department change - no HR, moved to another company where a friend worked - no HR, company merged with second company - no HR - Opened business - of course no HR, closed business went to work for a client - no HR...
Nope, never really dealt with HR myself.
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@Dashrender said in If not A+, then where should someone start?:
@scottalanmiller said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
It might be better to say - the places that Scott and elk WANT to work use recruiters...
No, lots of good places don't. But lots of good places do. I think the point was only that HR doesn't play the huge role that people often imagine.
I haven't been in the job market going through HR in - hmm... ever I guess. First tech job was a bench job, but was pulled off a telemarketing call floor to work it part time as one of the few on the floor who "knew anything about computers" - so no HR for that move, that job became full time jack of all trades on anything PC/phone related (including pulling cables). Inter-company department change - no HR, moved to another company where a friend worked - no HR, company merged with second company - no HR - Opened business - of course no HR, closed business went to work for a client - no HR...
Nope, never really dealt with HR myself.
Me either, not for getting a job. Dealing with things after being hired, sure. But HR never seems to be in the critical path to getting the offer. Or when it is, it's like just in doing background checks and stuff, but not in the interview process.
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@scottalanmiller said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
@scottalanmiller said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
It might be better to say - the places that Scott and elk WANT to work use recruiters...
No, lots of good places don't. But lots of good places do. I think the point was only that HR doesn't play the huge role that people often imagine.
I haven't been in the job market going through HR in - hmm... ever I guess. First tech job was a bench job, but was pulled off a telemarketing call floor to work it part time as one of the few on the floor who "knew anything about computers" - so no HR for that move, that job became full time jack of all trades on anything PC/phone related (including pulling cables). Inter-company department change - no HR, moved to another company where a friend worked - no HR, company merged with second company - no HR - Opened business - of course no HR, closed business went to work for a client - no HR...
Nope, never really dealt with HR myself.
Me either, not for getting a job. Dealing with things after being hired, sure. But HR never seems to be in the critical path to getting the offer. Or when it is, it's like just in doing background checks and stuff, but not in the interview process.
Sure, but that said - I definitely don't consider this the norm. I mean it might be the norm for someone in your position - where people are seeking you out - but if you have zero contacts at the company - how else are you getting in the door? Do the F500 basically allow the hiring teams to get the resumes directly, and only after they pick a candidate have HR do the checks?
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@Dashrender said in If not A+, then where should someone start?:
@scottalanmiller said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
@scottalanmiller said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
It might be better to say - the places that Scott and elk WANT to work use recruiters...
No, lots of good places don't. But lots of good places do. I think the point was only that HR doesn't play the huge role that people often imagine.
I haven't been in the job market going through HR in - hmm... ever I guess. First tech job was a bench job, but was pulled off a telemarketing call floor to work it part time as one of the few on the floor who "knew anything about computers" - so no HR for that move, that job became full time jack of all trades on anything PC/phone related (including pulling cables). Inter-company department change - no HR, moved to another company where a friend worked - no HR, company merged with second company - no HR - Opened business - of course no HR, closed business went to work for a client - no HR...
Nope, never really dealt with HR myself.
Me either, not for getting a job. Dealing with things after being hired, sure. But HR never seems to be in the critical path to getting the offer. Or when it is, it's like just in doing background checks and stuff, but not in the interview process.
Sure, but that said - I definitely don't consider this the norm. I mean it might be the norm for someone in your position - where people are seeking you out - but if you have zero contacts at the company - how else are you getting in the door? Do the F500 basically allow the hiring teams to get the resumes directly, and only after they pick a candidate have HR do the checks?
It's always filtered with large companies. They almost always pay internal or external recruiters for this. There is no way they are reading through every resume.
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@IRJ said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
@scottalanmiller said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
@scottalanmiller said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
It might be better to say - the places that Scott and elk WANT to work use recruiters...
No, lots of good places don't. But lots of good places do. I think the point was only that HR doesn't play the huge role that people often imagine.
I haven't been in the job market going through HR in - hmm... ever I guess. First tech job was a bench job, but was pulled off a telemarketing call floor to work it part time as one of the few on the floor who "knew anything about computers" - so no HR for that move, that job became full time jack of all trades on anything PC/phone related (including pulling cables). Inter-company department change - no HR, moved to another company where a friend worked - no HR, company merged with second company - no HR - Opened business - of course no HR, closed business went to work for a client - no HR...
Nope, never really dealt with HR myself.
Me either, not for getting a job. Dealing with things after being hired, sure. But HR never seems to be in the critical path to getting the offer. Or when it is, it's like just in doing background checks and stuff, but not in the interview process.
Sure, but that said - I definitely don't consider this the norm. I mean it might be the norm for someone in your position - where people are seeking you out - but if you have zero contacts at the company - how else are you getting in the door? Do the F500 basically allow the hiring teams to get the resumes directly, and only after they pick a candidate have HR do the checks?
It's always filtered with large companies. They almost always pay internal or external recruiters for this. There is no way they are reading through every resume.
It's only the small companies with no resources who have one HR person filter resumes and forward the ones they like to the hiring manager.
For normal companies and medium/large companies, it's as IRJ said.
In/external recruiter > hiring manager > all interviews > hr/recruiter.
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@Dashrender said in If not A+, then where should someone start?:
@scottalanmiller said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
@scottalanmiller said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
It might be better to say - the places that Scott and elk WANT to work use recruiters...
No, lots of good places don't. But lots of good places do. I think the point was only that HR doesn't play the huge role that people often imagine.
I haven't been in the job market going through HR in - hmm... ever I guess. First tech job was a bench job, but was pulled off a telemarketing call floor to work it part time as one of the few on the floor who "knew anything about computers" - so no HR for that move, that job became full time jack of all trades on anything PC/phone related (including pulling cables). Inter-company department change - no HR, moved to another company where a friend worked - no HR, company merged with second company - no HR - Opened business - of course no HR, closed business went to work for a client - no HR...
Nope, never really dealt with HR myself.
Me either, not for getting a job. Dealing with things after being hired, sure. But HR never seems to be in the critical path to getting the offer. Or when it is, it's like just in doing background checks and stuff, but not in the interview process.
Sure, but that said - I definitely don't consider this the norm. I mean it might be the norm for someone in your position - where people are seeking you out - but if you have zero contacts at the company - how else are you getting in the door? Do the F500 basically allow the hiring teams to get the resumes directly, and only after they pick a candidate have HR do the checks?
Obviously they do neither. They do the sensible thing of using recruiters, who are not HR and don't intentionally keep good candidates away. They do the simple, obvious thing. Why anyone things HR is normally in the chain is beyond me, no one seems to have seem this first hand.
I have a feeling that everyone hopes that HR being crazy is the reason why they don't get every job begging for them every time and it makes us feel good to blame HR. But working from the hiring side, only a total imbecile and failing company would ever have it cross their minds to work that way. Someone somewhere has done this, and it's like become that lore that has been accepted as truth because from the IT perspective, much like every end user being a complete idiot, it servers our egos to think HR are all idiots and that explains why we aren't the top pick for every job. But logic, observation, etc. don't support that theory. It's just something that people say and it gets repeated because everyone wants it to be true and it's obviously impossible to actually prove either way.
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@Obsolesce said in If not A+, then where should someone start?:
@IRJ said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
@scottalanmiller said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
@scottalanmiller said in If not A+, then where should someone start?:
@Dashrender said in If not A+, then where should someone start?:
It might be better to say - the places that Scott and elk WANT to work use recruiters...
No, lots of good places don't. But lots of good places do. I think the point was only that HR doesn't play the huge role that people often imagine.
I haven't been in the job market going through HR in - hmm... ever I guess. First tech job was a bench job, but was pulled off a telemarketing call floor to work it part time as one of the few on the floor who "knew anything about computers" - so no HR for that move, that job became full time jack of all trades on anything PC/phone related (including pulling cables). Inter-company department change - no HR, moved to another company where a friend worked - no HR, company merged with second company - no HR - Opened business - of course no HR, closed business went to work for a client - no HR...
Nope, never really dealt with HR myself.
Me either, not for getting a job. Dealing with things after being hired, sure. But HR never seems to be in the critical path to getting the offer. Or when it is, it's like just in doing background checks and stuff, but not in the interview process.
Sure, but that said - I definitely don't consider this the norm. I mean it might be the norm for someone in your position - where people are seeking you out - but if you have zero contacts at the company - how else are you getting in the door? Do the F500 basically allow the hiring teams to get the resumes directly, and only after they pick a candidate have HR do the checks?
It's always filtered with large companies. They almost always pay internal or external recruiters for this. There is no way they are reading through every resume.
It's only the small companies with no resources who have one HR person filter resumes and forward the ones they like to the hiring manager.
Yep and thats the issue many here describe. Recruiters are not cheap, so small businesses dont use them. Even though, we all know the importance of finding a good candidate and how much money it can save in the long run.
The one man IT department is too busy to look over resumes, so HR filters for them. I think this is fairly common.
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@IRJ said in If not A+, then where should someone start?:
Even though, we all know the importance of finding a good candidate and how much money it can save in the long run.
yeah, nothing more important than hiring well! If you "can't afford to treat hiring as a priority", your business can't afford to operate.
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@IRJ said in If not A+, then where should someone start?:
The one man IT department is too busy to look over resumes
And why are they so busy? Because of a trend of not properly hiring
Having HR screw over the department will just make that worse, not better.
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One a small shop, the number of resumes is small. Not many people apply to work at one person shops. Especially these days. Even larger shops with full IT teams often get nearly zero applications for IT work these days. You have to go seek applicants, they rarely come to you.
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@scottalanmiller said in If not A+, then where should someone start?:
One a small shop, the number of resumes is small. Not many people apply to work at one person shops. Especially these days. Even larger shops with full IT teams often get nearly zero applications for IT work these days. You have to go seek applicants, they rarely come to you.
You assume they using good job descriptions and revealing the company size
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@IRJ said in If not A+, then where should someone start?:
@scottalanmiller said in If not A+, then where should someone start?:
One a small shop, the number of resumes is small. Not many people apply to work at one person shops. Especially these days. Even larger shops with full IT teams often get nearly zero applications for IT work these days. You have to go seek applicants, they rarely come to you.
You assume they using good job descriptions and revealing the company size
Oh, you are assuming a situation where they are posting to job boards. I see, that makes sense. Although I can tell you that even when doing so, you get almost nothing as a smaller shop.
