[Leaplist] Employable board

[Hank Lambert]

Bryan J Smith wrote:
> Most department, hiring or other managers and, more definitively, leads
> that handle interviews _are_ technical people.  Unfortunately they are
> still at the mercy of HR people who are often _not_ in the interview
> room.
>
> Again, I cannot stress the level of _unethical_ behavior many HR people
> are to the process.  Not promptly informing a candidate of their
> consideration once a decision has been made to reject them (especially
> when it's HR's decision, not the manager(s)/lead(s)) is one that is
> wholly _unethical_.
>   
That's exactly my experience, which is why I also have two resumes, one
for HR and one for my interviewer. My cover letter is for HR, and my
follow up letter is for the interviewer. I tailor each resume for the
job I am applying for.

My sister has over 15 years in HR. She is the one who told me about
having 2 resumes, and helped me write the HR resume based on her
experience of what HR looks for. She has watched on many occasions, HR
employees take a single look at a resume and throw it in the trash
without actually reading it. My HR resume is very "pretty", with the
right fonts and the keywords and key phrases that gives HR a warm fuzzy.
When I held my MCP and CCNA certifications (both expired), I even had
the logos in the upper corners of the first page because they like that.
The resume for the interviewer is not as "pretty", but technically
detailed with specifics on my experiences.

And a letter explaining that I was not chosen? I have received 2 in my
life, only 1 during this last job search after over 20 in-person
interviews and a few more phone interviews.

It's an ego-boosting game that some HR employees play, and it's a very
costly game to the company. I believe a lot of companies lose the best
employees for the specific opening because of the resumes that get
discarded for the wrong reasons.


-- 

Hank Lambert, KB4MTO
www.hanklambert.com
hank at hanklambert.com
PGP Key 0x96D33D71



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