Milhouse
Distinguished Member
- Joined
- May 11, 2007
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These HR systems allow a huge number of potential new hires to apply via internet. They then save massive amounts of time by performing some kind of automated pre-screening to filter out certain resumes/applications.
But, are they a net gain?
One of my friends just told me about an experience he had trying to hire someone. He was contacted directly by the potential new hire (PNH), and the PNH seemed pretty good. He had lunch with the PNH, talked a lot, a few phone calls, discussions about the work, the city, all that. Everything seemed great. So, the PNH is told to submit a resume and application via the website, and my friend would notify HR to pull that app and go through the formal part of the process.
My friend gets no response from HR.
He finally calls up one of the HR managers, says "where is the resume, I'm hiring this person", and is told "for some reason, the app was flagged as unqualified and the system rejected it. It is against policy to create an exception."
For one of my jobs, there was fear of a similar situation, so the hiring manager didn't post the opening to HR until he had interviewed me and everything. Then he wrote the position opening so it exactly fit my resume so HR couldn't boot my app.
Are these HR systems a net gain, or are they creating more work as people have to find workarounds to do the things that need to be done?
But, are they a net gain?
One of my friends just told me about an experience he had trying to hire someone. He was contacted directly by the potential new hire (PNH), and the PNH seemed pretty good. He had lunch with the PNH, talked a lot, a few phone calls, discussions about the work, the city, all that. Everything seemed great. So, the PNH is told to submit a resume and application via the website, and my friend would notify HR to pull that app and go through the formal part of the process.
My friend gets no response from HR.
He finally calls up one of the HR managers, says "where is the resume, I'm hiring this person", and is told "for some reason, the app was flagged as unqualified and the system rejected it. It is against policy to create an exception."
For one of my jobs, there was fear of a similar situation, so the hiring manager didn't post the opening to HR until he had interviewed me and everything. Then he wrote the position opening so it exactly fit my resume so HR couldn't boot my app.
Are these HR systems a net gain, or are they creating more work as people have to find workarounds to do the things that need to be done?