goes off in corner to cry
- skammer who has worked in HR for 17 years (but never as a recruiter)
Well what situation(s) were you talking about? You’re not expressing this thought very well.
I’m beginning to think you don’t know your stuff.
Given the story about SQL versus squeels above, this is an unusual claim to make. Is your argument that the aforementioned student’s lack of knowledge about the expected knowledge (or lack thereof) of the people parsing his resume demonstrates a lesser or greater knowledge of SQL?
I’m sorry, the correct term is “squills”. Your term “squeels” did not show up in our automatic software recognition program. Our recruiter has therefore thrown your post in the garbage.
And you being in HR I’m not at all surprised with your conclusions. There appears to be very little actual logic in them, but again not surprising considering the source.
And you don’t need to be charitable, just strive not to be a chucklehead
So, how does the hiring manager even know about the rejected candidates if the chucklehead HR rep doesn’t pass them on?
It says the boss is constrained the same as everyone else in the system. He has to make a choice from what’s presented to him or give the HR rep more job security by passing on the marginal candidates until a decent one makes it through the chucklehead filter.
Not at all. It was spot on. She also said that I was quite charming. We became friends after I went to work there. Nice lady but dumb as a box of rocks. I worked along side her for various community programs.
Wow, you are a bright one aren’t you? Yes I did. And I did so very well with the professionals I worked with, customers of all capabilities, consultants, and adversaries. I represented the company as a spokesman, contact point and expert witness in legal matters.
Go back and read my first statement - she wanted to talk about psych issues, I lead the conversation into a discussion of the job qualifications. It wasn’t like I flat declined her questions but she did realize after a while that I was leading the Q&A. I had to. It was pretty evident that it was the only way I would have found out about the job qualifications.
I wouldn’t hire you. Why would I want someone who gets hostile when he thinks a question is beneath him? How will that person act when asked to do something by their manager or a client?
IT people always think they have “mad skilz” and that everyone who can’t write a little C++ or SQL code is a moron. My answer to them is if they are so smart, why aren’t they working at Google or some Silicon Valley startup?
Is it really so unbelievable that out of dozens of potential candidates the best one might not actually be you?
You speak of logic and all I see is an ad hominem.
Congrats, that made me laugh. Perhaps it’s a good thing you aren’t applying to be a logic professor. Although if you were I’m sure you’d consider it my fault if you didn’t get the job! 
I think I know the reason she wanted to talk about psych issues. You seem to get testy whenever you are questioned. You also seem to ignore direct questions put to you and you feel entire departments are beneath you.
Sometimes HR’s interviews are used to determine how well an applicant would get along in the environment. Why settle for someone with marginal talent and gets hostile at the slightest breeze? AmIrite?
You don’t speak for everyone. In fact, considering the incoherence and general stupidity of your position, as well as your inability to communicate it unambiguously, it seems you can barely speak for yourself.
Then you should have said so, shouldn’t you? Next time, try being a little clearer. I’m never gonna hire you at this rate.
OK OK you’re kinda slow so I’ll help you with this.
Just because I used two examples in my comparison question (skills with no smooth buzzwords vs no skills with buzzwords) doesn’t mean third candidate couldn’t come along with skills and buzzwords. So let me just go all ego on you and tell you that I fired off skills, buzzwords, some quite friendly rudeness and a lotta charm and manipulated my way past the sweet but chuckleheaded HR rep.
You are bad at this, aren’t you?
Let me help you out, the fallacy you are attempting to appeal to is called a false dichotomy. The problem is that you’d have to reword your argument, since as it stands, it doesn’t work. Reread it, you stated that the manager only gets to choose between marginally talented people. I do have a question: you stated in a thread a while back that you hired. Contractor - was this person a marginal employee? If not, was it just blind luck that the person got through HR?
Go all “ego” on me. Come on, I’m just a lowly HR Rep, we’re barely above functioning without life support. How’s the blood pressure big guy? Shooting through the roof?
Get over yourself.
I guess I’m lucky the chucklehead HR rep wasn’t you. And I’ve worked in environments where questioning stupidity was rewarded. Why would I want to hire someone who is supposed to be a leader who doesn’t strive to go directly to the issue at hand.
This is an example of the typical HR envy that is also detrimental to the workforce. The HR rep can’t see past their own limitations to realize that some type A personality traits can actually benefit a company. They project their own inadequacies into hostility and lose good candidates.
Shit, no wonder you are so frustrated. Not only can you not express yourself very well, you get all hot headed. Did you call the HR rep who was interviewing you a chucklehead? Even money says you did. 
Yet you wonder why you don’t get any call backs from the worthless HR underlings?
Here is a clue - dealing with the problem at hand is one thing. Insulting people and treating them as beneath you is another.
Someone is projecting inadequacies here all right, but it’s not the HR folks.
Okay BubbaDog, I think we are going to have to put you on a PIP (personal improvement plan). You need to work on your people skills. My recommendation is that you complete 10 interpersonal classes with our online workshop.
GAAAAAAAAAAAAAAAAAAAAAAAAAGH!
As long as it doesn’t interfere with my ISO9000 or six sigma meetings.
I get the feeling that you might fit into the 8% (non-fuckturd) category stated in my first post. I’ll leave the category as open though in case I have to drop you to chucklehead grade.
And don’t worry about my BP. I work in a small business that has high risk. Arguments don’t push my BP. Only large sums of money going the wrong way can do that.
We can schedule it so that you can do the courses from home. You’ll get to charge one hour to the project you are working on and the other to overhead.
A lot of people work in HR Departments - well, at big companies anyway. There are some ‘chuckleheads’, to be sure. A proper running department would work with the hiring manager. They would be quite sure what the hiring manager was looking for because they’d work with the hiring manager on the job rec, the description, and all that. My company has learning programs for the HR people who help with the hiring so that they know how to help the hiring manager. We’ve actually had training sessions on some very specific things that our company does (I don’t want to get into details), which for what I do was not very useful at all - but I still learned it.
My company is trying to improve employee moral and trying to get our company on one of those ‘100 greatest companies to work for list’. We do a lot of things and our department is very specialized. Meaning, one (techically two) recruiting coordinators, two people in benefits, a few Generalists (the people you go to for work problems, the people who your managers go to, to give you a promotion, etc), a few who specialize in learning plans (sales training), the systems people (myself, although I do other things as well) who pull reports for various other departments (payroll, finance, etc), and I could blather on and on.
I know I was razzing you - and I also know you have legitimate complaints - there are people in HR who are incompetent.
There is also the flip side, you have a department that doesn’t have enough people, where there’s one or two HR people to cover a shit-ton of work. They can’t keep up and they take short cuts. On an aside, I - oddly - found more people who ‘took shortcuts’ when I worked in accounting (at one of my past jobs). It was the only place where such, frankly speaking, bizarre attitudes festered. I mean, accounting? We were the ‘bean counters’ (so-to-speak), you don’t ‘round up to the nearest thousand’ when you are only dealing with tens of thousands…
I’m not denying that shit happens and I could see a situation where an HR person screws a person out of a good job based on their (HR person’s) incompetence.
You have your experience and I have mine. I’m thankful that I don’t work in such departments as you have experienced. I’ve only heard ‘rumors’ of these functioning departments (specifically county and government HR departments, if you are curious).
Irony is kind of funny…
Still… I’m not in accounting anymore, so it doesn’t technically count…
Perhaps if I really didn’t like you, I’d recommend you hire some of the accountants at my prior job…