[154593] in North American Network Operators' Group
Re: job screening question
daemon@ATHENA.MIT.EDU (Matthew Palmer)
Fri Jul 6 02:19:00 2012
Date: Fri, 6 Jul 2012 16:18:21 +1000
From: Matthew Palmer <mpalmer@hezmatt.org>
To: nanog@nanog.org
Mail-Followup-To: nanog@nanog.org
In-Reply-To: <20120705170139.EEEE1B26@resin13.mta.everyone.net>
Errors-To: nanog-bounces+nanog.discuss=bloom-picayune.mit.edu@nanog.org
On Thu, Jul 05, 2012 at 05:01:39PM -0700, Scott Weeks wrote:
>
>
> --- jason@thebaughers.com wrote:
> From: Jason Baugher <jason@thebaughers.com>
>
> Geez, I'd be happy to find someone with a good attitude, a solid work
> ethic, and the desire and aptitude to learn. :)
> ---------------------------------------
>
>
> Yeah, that. But how do you get those folks through the HR
> process to you, so you can decipher their skill/work ethic
> level? What can the HR person ask to find out if someone
> has these qualities? OSPF LSA type questions will not help.
Don't get HR to do that sort of screening. They suck mightily at it. I
lack any sort of HR department to get in the way, and I'm glad of it -- I
don't see the value in having someone who doesn't know anything about the
job get in the way of finding the right person for it. Sure, get 'em to do
the scutwork of posting job ads, collating resumes, scheduling things and
sending the "lolz no!" responses, but actually filtering? Nah, I'll do that
bit thanks. If you have to have HR do a filter call, make it *really*
simple, like "What does TCP stand for?" -- sadly, you'll still probably
filter out half the applicants for a senior position...
- Matt
