281–290 of 594 posts
Pretty much sums up everthing that is wrong with Corporate America, American government and American society in a nutshell. Your betters (aka "leaders") want solders, not moral people. This is social Darwinism in action, and it's not going to lead to a good place.
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Well there are obviously certain areas where they should have final say (e.g. this candidate is great, but here illegally and not authorized to work in this country). They should not have final say over a candidate based on personality or communications skills. They should be a source of input (i.e. this guy is an asshole, because he was very rude to the guy who helped him scheduled his callback interview, or perhaps…
To be fair, you did say: > There is absolutely zero reason why HR/recruiting people should have final say on a candidate. None. Now you're saying: > Well there are obviously certain areas where they should have final say
There is absolutely zero reason why HR/recruiting people should have final say on a candidate. None. It should be inconceivable, at a technical company, to hand over that much hiring power to a non-technical person. HR people are valuable in a company. But their role is to get resumes in front of the real decision makers, and to take care of all the stuff like W-2 forms and whatnot nobody wants to deal with, not make…
Don't forget enforcing dress codes and other such nonsense policies in the "employee handbook."
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I've taken the Meyers-Briggs several times and tried to answer in a way to get different outcomes. I've answered realistically, speculatively, and hopefully. Each time I got the same result.
There's no way this is possible unless you are selecting different shades of the same category of answer. The overall framework of MBTI is largely binary. To produce different results, all you have to do is choose the complete opposite of answers you chose last time. "I make lists frequently" is the opposite of "I don't maintain lists at all" What wouldn't work is substituting "Crowded environments make me tired" wit…
If I wanted a different answer then all I could have done was answer the opposite of what I did before.
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I've taken the Meyers-Briggs several times and tried to answer in a way to get different outcomes. I've answered realistically, speculatively, and hopefully. Each time I got the same result.
Interesting. How strong are those results each time? Each of my 4 scores have had a % strength with them - my I and N have been fairly high (30-60% over time), and the T/J were always < 10%, slipping in to F/P on occasion.
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Don't developers in London get paid crap though? I've heard horror stories about ridiculously low London salaries here on Hackernews. Are the low salaries just because their is a surplus developer talent in the UK?
It really depends on your definition of crap. London dev salaries range from £24k for absolute juniors to £120k+ for the top 2%. Contractors fare substantially better. In my recruiter days I placed a Python developer who had experience with a particular trading system on a contract with a large trading firm. His contract was £1,100 per day for 6 months. Keep in mind the other notable differences between here and the…
Oh god, I am shocked and horrified to hear that these sorts of tests may now be making their way into the tech industry. I've never encountered one of these personally, but my then-girlfriend who was a recent nursing school graduate looking for her first job ran into them and failed the first few of them. After reading about them online I'm convinced the only way for you to "pass" these tests is to be slightly psycho…
"It is maddening when the court lets guilty criminals go free >> SA"
Yeah, what is the point of having a court of law anyway, because the test taker knows all.
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Be careful, if HR screens resumes then they effectivly have a last call on highering decisions by rejecting people before anyone else sees them. From what I have seen the only useful function for HR in the highering process is a background verification check. Aka did John Smith work at your company from 2000-2004. Anything else is risky.
I agree that HR can screen out some otherwise qualified people. I've seen that from both sides. But I think that if the criteria you provide to HR are sufficiently broad and high-level, they can be helpful. If the candidate clearly has no relevant (as defined by the hiring team/manager) education or experience, HR doesn't need to send that one down.
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It really depends on your definition of crap. London dev salaries range from £24k for absolute juniors to £120k+ for the top 2%. Contractors fare substantially better. In my recruiter days I placed a Python developer who had experience with a particular trading system on a contract with a large trading firm. His contract was £1,100 per day for 6 months. Keep in mind the other notable differences between here and the…
100+k only really applies for people who work in finance... it's pretty hard to crack 60-70k as a salaried employee.