Your IT Company's Biggest Enemy(oreillynet.com)
oreillynet.com
Your IT Company's Biggest Enemy
http://www.oreillynet.com/onlamp/blog/2006/02/your_it_companys_biggest_enemy.html
4 comments
It's not difficult to avoid the 'HR gateway' problem - just have HR concentrate on payroll, legal compliance issues, visas etc. & not interview or filter resumes. Interviewer should be the prospective recruit's direct manager, &/or someone who has/is or can do the job in question (wherever possible) and a seperate interview by someone else to confirm the first opinion. Is that rare? I've never hired any other way.
3. I only computed two years of a university degree in computer science.
I suggest you get some more hardware, perhaps you can compute the remaining two a little quicker.
I suggest you get some more hardware, perhaps you can compute the remaining two a little quicker.
Comma splice.
"... is the HR department."
Among the many reasons that I avoid corporate IT. Some of the smell tests are nattering on and on about responsibilities like attending meetings, preparing reports. It's like telling a doctor to scrub before surgery.
Among the many reasons that I avoid corporate IT. Some of the smell tests are nattering on and on about responsibilities like attending meetings, preparing reports. It's like telling a doctor to scrub before surgery.
yep, a key reason I avoid BigCorp as well. But your comparison may be off: I have read recently (I think from HN) that forcing doctors and nurses to scrub before surgery reduces disease. I know, we all like to think the docs will do this with no oversight, but apparently not.
Indeed they don't, and this was featured on YC:
http://news.ycombinator.com/item?id=760477
http://news.ycombinator.com/item?id=760477
This reminds me of that YC funded recruiting company (forgot the name--help!) that closed up shop and had their postmortem featured on HN recently. The conclusion was that HR departments aren't a profit center, so there's no motivation to innovate.
Maybe there should be a RFS for a better way to measure HR performance; that way, at least the pointy-haired bosses could be yelled at by their pointy-haired bosses when they score below industry average, or worse than last year.
Maybe there should be a RFS for a better way to measure HR performance; that way, at least the pointy-haired bosses could be yelled at by their pointy-haired bosses when they score below industry average, or worse than last year.