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But they don't know what they are talking about.........
I don't think it's very smart to have this kind of attitude when you speak to another person who has the ability to reject your job application right off the bat. That person will sense it and it will backfire on you.
When I screen a candidate, I not only screen the resume but also how that person comes across on the phone or in-person. Remember, technical skill is just one of many many factors to get you hired. We need to know how well you can interact with others, with end-users, with business partners, with other team members with less experience and technical knowledge, etc. You may not realize it, but some behavioural interview questions can sound irrelavant and stupid to the unsuspecting candidate. So it's to your own benefit to treat those questions as seriously as you treat your own job search effort.
I don't think it's very smart to have this kind of attitude when you speak to another person who has the ability to reject your job application right off the bat. That person will sense it and it will backfire on you.
When I screen a candidate, I not only screen the resume but also how that person comes across on the phone or in-person. Remember, technical skill is just one of many many factors to get you hired. We need to know how well you can interact with others, with end-users, with business partners, with other team members with less experience and technical knowledge, etc. You may not realize it, but some behavioural interview questions can sound irrelavant and stupid to the unsuspecting candidate. So it's to your own benefit to treat those questions as seriously as you treat your own job search effort.
agree, but in the end it is not HR's decision to make, it is the hiring manager's. Behavioral interview questions are one of the easiest ways to scare away a good candidate.
If people get scared off because someone is screening them....they shouldn't move on anyway.
Look, you need to be realistic here. Especially in IT a lot of people are somewhat introverted and are not going to respond well to "what would you do if I gave you an elephant" or "why is a manhole cover round" questions. You seem to be speaking like it's an employers market. Perhaps in some areas, but in IT in SoCal, it is still an employees market and I can't risk losing a good candidate because they don't fit some HR person's vision.
I am realistic. If someone can't handle 10 or 15 minutes on the phone giving some preliminary information for the recruiter to look at - I don't want them.
I am realistic. If someone can't handle 10 or 15 minutes on the phone giving some preliminary information for the recruiter to look at - I don't want them.
I mean, I agree with you, but it's not your decision! You are not the hiring manager.
I don't think it's very smart to have this kind of attitude when you speak to another person who has the ability to reject your job application right off the bat. That person will sense it and it will backfire on you.
When I screen a candidate, I not only screen the resume but also how that person comes across on the phone or in-person. Remember, technical skill is just one of many many factors to get you hired. We need to know how well you can interact with others, with end-users, with business partners, with other team members with less experience and technical knowledge, etc. You may not realize it, but some behavioural interview questions can sound irrelavant and stupid to the unsuspecting candidate. So it's to your own benefit to treat those questions as seriously as you treat your own job search effort.
IF companies are letting clerks dismiss possible candidates, they aren't being competitive. They are giving far too much power to someone who doesn't know very much about what the jobs are about.
I am very professional and polite, but I do not have patience with someone who doesn't understand my profession and throws out things that have nothing to do with my job and it has something to do with another profession, obviously showing their lack of knowledge about the two jobs.
You, as an HR person, cannot know very much about anyone on the phone, and if you think someone being polite to you is really going to tell you a lot about how someone interfaces in the workplace, you're wrong.
I am realistic. If someone can't handle 10 or 15 minutes on the phone giving some preliminary information for the recruiter to look at - I don't want them.
HR people are assuming far too much now, simply because they have a lot of candidates to choose from in some professions.
Unless you really understand what it takes to do my job, you cannot screen me.
HR can make sure they aren't hiring an axe murderer but they cannot decide on the phone if someone is a good candidate.
Some of the quietest, geeky people are the best employees and might be the smartest candidate.
If you are dismissing candidates because they won't "kiss butt" on the phone with you for 10 minutes, then the department managers are losing candidates.
A good HR person will get the information and pass it on to a hiring manager in that department. That is an HR "Recruiter", and I have run into some good ones, because they will pass me onto the manager so we can talk shop.
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