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I had the weirdest interview the other day. I was meant to be interviewing for some contract work. The guy was trying to talk me into filling a full-time position they've left open for the past four years. When I asked why they hadn't hired anyone yet, he told me that he had interviewed over 20 people last year, but they were talentless and asked for too much money. He's telling me stories of the people who've walked out of interviews because he asked questions that they were too stupid to answer, and all I'm thinking is 'Yeah, I'm sure that's why.'
Valid question is this a sweep stakes contest or a job offer
Waiting for 4 years for a genius to walk in who will work for free
Reminds me of the guy that wants a 4 million dollar Malibu home for a dollar
Marketing specialists
I asked him at one point why he hadn't just gotten any warm body -- it would be better to have someone barely competent than to let all this work go undone for so long.
I can see why no one has been hired. It's insane. How can management let him do this for so long? There's so much dysfunction here.
I had the weirdest interview the other day. I was meant to be interviewing for some contract work. The guy was trying to talk me into filling a full-time position they've left open for the past four years. When I asked why they hadn't hired anyone yet, he told me that he had interviewed over 20 people last year, but they were talentless and asked for too much money. He's telling me stories of the people who've walked out of interviews because he asked questions that they were too stupid to answer, and all I'm thinking is 'Yeah, I'm sure that's why.'
What is wrong with people?
Like a lot of interviewers these days, he requires people with brains, ambition, and (presumably) domain knowledge. All of which must be in short-supply in your discipline. Far worse, people insufficiently introspective to understand their own worth in the free market, based on objective measurement criteria. Knowing that...value of skills... is a de facto measurement of 1) a candidate's ability to abstract conclusions from data and experiences 2) self-awareness, and 3) ability to research. Thus, he's frustrated. I know the feeling, but...
I've wasted a modest amount of time on unqualified candidates. Few were "incompetent", which I define as "marketing themselves as competent, but unable/unwilling to perform at a certain performance bar." To me, that's willfully deceptive. Unqualified means, "tried, but couldn't perform at the expected bar." By the numbers, if I'm not mistaken roughly 4/5 candidates to this firm (my employer) are "unqualified". Our default decision/position is "no hire" until proven otherwise.
You'll have to provide a bit more context before we, your tough audience, decides what is "wrong with" people. I've had people politely stop interviews I've conducted, as part of a multi-part series that gauges candidates on various aspects of ability to deliver. None have done so impolitely, but I suppose you could say they "walked out." In fact I've politely walked out of a couple interviews over the decades. On the hiring side, though, I've seldom if-ever disparaged a candidate, and never in front of other candidates. Even no-hires should have a positive interview experience.
You probably had to be there. He just kept going on and on about how stupid and greedy people were. I am not sure how he could even gauge their competence given that the position is completely outside his domain of expertise.
If he's frustrated, he needs to take a look at his selection process, not trash candidates to a stranger who is there to talk to him about something else. Senior management was concerned about the fact that he had not filled this role for so long. I told them why I thought that was!
Typical unrealistic expectations. Write the job ad with 20 different highly specific must haves and expect to pay entry level salary for someone that probably doesn't even exist. Good luck. And that is how we get "skills shortages."
It has gotten so bad in my profession I see exact analytical protocols listed and exact instrument models and software versions listed.
Typical unrealistic expectations. Write the job ad with 20 different highly specific must haves and expect to pay entry level salary for someone that probably doesn't even exist. Good luck. And that is how we get "skills shortages."
It has gotten so bad in my profession I see exact analytical protocols listed and exact instrument models and software versions listed.
It's almost that bad in my profession. Database developers are pigeonholed and specialized...few have the opportunity to develop deep expertise in SSIS, SSRS, and SSAS in a single role...yet that's what so many employers are looking for. Where I work, SSIS and SSRS people do not overlap. We don't even report to the same managers. We, like many companies, don't even use SSAS.
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