Let IT Recruit Its Own
What's wrong with this picture?Whats wrong with this picture? the first person to judge the skills of a potential IT hire doesnt know how to program, doesnt know the differencesor similaritiesbetween Java and C#, and wouldnt recognize a router if one bit him or her on the nose. Further, that person is looking at candidate descriptorsfrequently, a collection of acronyms or letters that mean little or nothing to him or herthat have already been filtered by the black box of résumé-scanning software. Good luck if the best candidate doesnt have the exact letter combinations, words or phrases to match what the software is seeking. Often, the best fit for a position is quickly passed over by human or computer reviewers. The person hired is, at best, really second best; thats a shame because in todays ultracompetitive marketplace, a company needs every edge it can muster. The truth is, a human resources person with no real experience in IT simply cannot make the best recruiting decision for an IT position: Having never done the job, he or she cannot understand the necessities and subtleties of the work.
As I advanced through various levels of IT management in my career, I made a point of reviewing the résumés of all applicants for jobs in my group. This was time-consuming, but it was time well-spent because I saw candidate skills and potentials that HR recruiters would not have recognized. Some of my best hires were rejected by HR.