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When HR Goes Blind
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When HR Goes Blind
For every news story, thereÂ’s a workforce-management angle. Discuss them here, or read Work Views for more opinions.
While I appreciate Ms. Hamilton's attempt to illustrate the difficulties persons with disabilities face in overcoming barriers to employment, she is preaching to the choir. I have 20 years of experien
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Forums » Topic Forums » Work Views » When HR Goes Blind
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When HR Goes Blind
posted at 11/6/2001 4:36 AM EST
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Posts: 2
First: 3/13/2001 Last: 11/6/2001 |
While I appreciate Ms. Hamilton's attempt to illustrate the difficulties persons with disabilities face in overcoming barriers to employment, she is preaching to the choir. I have 20 years of experience as an HR manager in four different companies, and I have rarely been the sole decision-maker in the hiring process. The problem lies with the supervisors and managers who have the final say in employee selection. HR can and should educate, cajole and try to persuade managers to do the right thing, but we can't force them to hire a particular candidate. |
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When HR Goes Blind
posted at 12/4/2001 3:35 AM EST
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Posts: 17
First: 11/27/2001 Last: 7/21/2003 |
One simple way to correct this oh-so common situation is to include assessments as part of the interviewing process. An assessment based on the job match pattern of successful employees will take the burden of selection off of everyones shoulders, put the decision making process in the neutral zone and ensure successful hires. |
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When HR Goes Blind
posted at 12/9/2001 3:20 PM EST
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Posts: 495
First: 9/30/2000 Last: 8/19/2011 |
I totally support using assessments as part of the interviewing process, however I think the difficulty may lie in searching for the "best fit". Personality and attitude are a huge part in the process. Testing or assessing will cover the basics, but should not be all inclusive methods of making a selection.
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When HR Goes Blind
posted at 2/19/2002 8:53 AM EST
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Posts: 37
First: 1/8/2002 Last: 9/29/2005 |
Best fit sounds so subjective. I've seen the same candidate evaluated by 3 managers with adjectives as variant as "too pushy," "attractively confident" and "acceptable." (To which I always ask, "Did the 3 of you interview the same person?")
Where so many employers fail is they don't define ACTUAL JOB COMPETENCE. They then let outside factors govern their hiring decisions. It may be a trite, yet reality is many times the job doesn't go to he who is most qualified, it goes to he who APPEARS most qualified. And some candidates have become experts in modifying behaviors, esp. of the "fake it 'till you make it" kind. They needn't outright lie about their degrees like one football coach did for 3 decades; they instead have "Over 30 years experience in being charming!" |
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When HR Goes Blind
posted at 3/20/2002 2:33 AM EDT
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Posts: 977
First: 12/25/2001 Last: 10/3/2010 |
>Best fit sounds so subjective.<
It is if it is done by a face-to-face interview. This is why job fit is determined by assessement. />Where so many employers fail is they don't define ACTUAL JOB COMPETENCE.< Employers do a very good job of screening out incompetent applicants which means they are then left with only competent applicants on their qualified to be hired short list. Competent applicants come in two varieties; 1 - those that will become good employees and 2 - those that won't become good employees. Employers who don't know how to identify either group end up selecting the most qualified or best educated or the most impressive interviewee. />...many times the job doesn't go to he who is most qualified, it goes to he who APPEARS most qualified.< The most qualified are often not the best people to hire. />And some candidates..."fake it 'till you make it" kind.< Yes, these are the best interviewees. />... have "Over 30 years experience in being charming!"< I love it, and agree. |
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When HR Goes Blind
posted at 3/20/2002 10:37 AM EDT
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Posts: 1
First: 3/20/2002 Last: 3/20/2002 |
Don't forget to make sure that your assessment tool provides (forces) an OBJECTIVE (numerical) assessment from the interviewing management personnel. You can not afford to accept SUBJECTIVE comments like those listed in some of the posts to this discussion thread. "Attractively Competent"???? You talk about a lawsuit waiting to happen! |
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When HR Goes Blind
posted at 2/8/2004 6:09 PM EST
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Posts: 30
First: 1/18/2004 Last: 4/21/2007 |
I strongly 100% agree with the fact, when technicalities come in to the Picture We HR people have to have consider the remark of Techical suoervisor /managers...
thus role of HR become dependable in this recruitment field. still here his work again starts after appointment.. by sanjeev |
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