IT Employment

Ask something
Discussion Locked

Interview frustration

0 helpful
12 replies

by chartech

Closed to new repliesThis discussion is closed. It stays readable, but it takes no new replies.

Since the economy is doing not so good right now, I have started this topic to vent my frustration. There may be other such topics in this forum but I wasn't about to read through all 9+ pages to find one. In my recent search for a job I have seen, heard, and experienced some of the most frustrating things from hiring depts in my life. Such things include

1. "Your experience doesn't exactly match the way we do things here" I have heard other people tell me they have been told the same, I guess all companies are looking for people who have already quit working there before.
2. I copied this right out of an add in the classifieds of my local paper. " with 5 to 6 years experience in Windows 2000 and some experience with Windows XP a plus" ummmmm. 2003 - 2000 = 3 DUH. This must be the same HR that calls tech support all day asking how to change the name of Word documents. I have also heard about this type of experience before.
3. Ever see an add asking for an MCSE for a level one tech support job paying 9.50 an hour. I have !
4. Ever see an add asking for experience in Windows 97. I have! No wonder these people are hiring IT people.
5. I seen an add asking for a CCNA for a small company with about 20 workstations. How many Cisco routers could they possibly have? I bet if you tell them you have a MCSA they will say you are overqualified too. LOL
6. The dreaded question form HR's. "why do you want to work for this company". Answer: Because I am broke and HR's ask too manydumb questions (I am still waiting to find an interview I know I am doing real bad at to use this one.)
7. This is my number one pet peave. Why are people who know absolutely nothing about anything to do with the IT field at all, are the same people who do IT job interviews. If you would quote 3 lines out of a A+ book these people would be lost, but for some reason they are they ones who determine how qualified you are.

12 replies

by thechas

The first goal of the current interview process is to determine if the prospective employee will 'fit' in the company culture.

If the HR and related interviewers believe you are a good fit for the company, the interview may then advance to include actual IT people.

Many companies no longer have training budgets.
New employees need to be able to hit the floor running with minimal guidance.

Since it is perceived (if not true) that there are more IT job seekers than positions, companies are more willing to look longer for that "perfect" fit.

Chas

by luyasu

"If the HR and related interviewers believe you are a good fit for the company, the interview may then advance to include actual IT people."

You're also experienced. Is this the way you have seen it done or do you feel that it should be the otherway around -IT then HR? Don't you think so Chas?

From experience, I have had both scenarios. I was truly disappointed that HR tells me OK, IT people tried to interview my technical skills and they were way off.

Finally after nine months with the company, HR lets me go because, my manager said, "...?!!&?" That would have included that I did not fit in with the company's culture. After nine months? I had built a working people network of over 100 employees, as without this you can have allthe technical knowledge in the world, your issues will remain open, because the employees have learnt from the managers of how to throw "the ball across the wall" and wait, wait and wait but try not to see.

I am hard-working person; the company culture says entrepreneurship and respect. I do the entrepreneurship bit whilst my manager takes the praises, until it goes wrong and I am then the centrepiece. I am good at what I do, so roll out the fire squad. It is part of what makes up this industry.

I focused on the team's quality as their knowledge leader whilst the manager focused on how he was percieved by his team's members vis-a-vis his manager?. He was trying to bring his manager down, I was looking my team's effectivenes, hence MISMATCH, NOT EMPLOYED.

It does not aspire, does it?

TSP

by cactus pete

HR is there, in part, to weed out the people who apply for the positions who would waste the time of the hiring manager if s/he read the CV/resume.

The hiring person does some minimal training, usually one meeting about the position, and then re-evaluates the people who come in for actual interviews.

TR has done many good articles on hiring and resumes. You should definitely check out that part of the site.

by thechas

The last time I worked in a hiring position, I really appreciated the help of the HR pre-screen.

We were getting over 100 resumes each time we placed a help wanted add.

One big problem I had, was that we knew we were paying below market rate for the skills we needed. HR was very helpful in weeding out the candidates that would expect to be paid more than we could.

When I applied for my current position, the process began with a phone interview to access my basic skills.
That was followed by a comprehensive written skills test.
Passing the test lead to an interview that began and ended with HR.

My view on this at the moment is that the firm I work for attempts to hire the best of the best. They invest a lot in each employee, and want to feel comfortable that the investment will pay off in a loyal long term employee.

Chas

by luyasu

I have had ONE interview with the hiring company since February. Your SEVEN points hit the nail spot on.

It is true, getting an interview with the company in question is difficult. Why? There are no reasons for this.

The agency may interview you, but what happens between the agency and their clients, our potential employer, it is a mystery.

If the agency cannot evaluate your CV that above all, has the relevant certifications and experience, and cannot get an interview to determine the certifications and experience levels as they?re unable, well apart from us, maybe the companies? managers hiring today are also frustrated.

Tomorrow, I have a SECOND interview, with an agency. I am awaiting the return call from a few others. When? Well, I wish if they would say and for those who?re unable to return the call, but ensure that the call is made if not possible by oneself, since an unfortunate incident could have occurred.

TCP

by luyasu

We are awaiting those open positions that best fit our professional profiles. So when, in my case I send a CV out, I know that I have what is requested. Vacancies? profiles, in my experience, are both objective and subjective.

If agencies are objective and the subjective aspect is left to the hiring company via interviews, then I feel things would be better.

Since returning to the permanent employment market, I got each job at every instance of interview with the manager of the hiring company. The exception is the one above. Yes, I will leave the company that allows the workplace environment to compromise my professional integrity and aspirations without prior and further discussions. If the company promises at interview but does not deliver, I let my manager know. Since I am not a born follower, ?IT managers? prefer to get rid of me.

So, if an IT manager and an experienced one at that do not interview me, I know I will not get the job.

Like one of the articles, here, atTR, even if it means losing my job, I will drive for effectiveness with high productivity.

TSP

by timwalsh

In this day and age (with the number of IT unemployed), the HR screening process has become very necessary.

Is it cumbersome? Yes
Is it counter intutitive? Very often.
Do the HR screeners have the knowledge to truly evaluate your skills/experience against the stated job requirements? Very rarely.

It helps to understand that the HR system does not generate the job requirements. Very often the hiring manager (very often a non-IT type)will "shoot for the moon" when deciding on requirements for an open position, hoping he will get a candidate that will solve ALL of his problems. This is really the root of the problem. In smaller companies, there often is no IT person to decide what are realistic requirements for an available IT position. The HR screener only has the set of requirements to work with and doesn't have the knowledge to derive "equivalent experience". Often neither the HR people, nor the hiring manager have the time to ask/answer the "well, what about..." type ofquestions that are likely to occur several times in each resume that DOESN'T exactly match requirments.

And of course there is always the question about whether the person sending the resume actually READ AND UNDERSTOOD the requirements. Grantedsome requirements might be offset by equivalent experience, but there are definitely some that aren't.
(continued)

by timwalsh

Another office in our company recently placed a job ad for a local network administrator on Monster.com. Since the primary customer for that office is the U.S. military, a Security clearance was a requirement. It specifically stated that only applicants currently holding an active security clearance would be considered for the position. The HR person in charge of hiring received 200 resumes. Upon initial screening, only 15 percent made any mention of a security clearance. After sending offemails to the first 50 or so candidates asking about a clearance, and receiving a reply from the majority saying "Sorry, didn't see THAT requirement in the ad", she concluded that if respondents didn't have time to read the ad completely, she didn'thave time to ask if they in fact have a clearance.

I mentioned that maybe she should have added a blurb about "ability to pay attention to detail" in the required skills section. She shot back that it probably wouldn't have made any difference (she's right!).

This just goes to show you that the HR screening process is necessary, and is often only adapting to the environment the HR people are forced to work in. Very often the non-intuitive HR screening process is caused by our out-of-work colleagues who reply to any job ad that even remotely relates to what their skills are. Don't blame it ALL on HR.

Okay, I'll get off my soapbox now.

by luyasu

Your points are valid Tim and taken on board. I agree both HR and agencies need to marry their processes so as to offer better service to those who do pay attention to "fine prints". Those who take and apply the tricks of the trade do still run in to frustration.
And yes, if you are professional and you use a professional agency, the frustration is totally absent. If I do not have the job, I know someone else that was also available with equal or better experience got the job.

I have been fortunate to see two of my ?re-placers? in operation when I left the companies I worked for. I kept in touch with many of the companies managers. I can say that I am happy that that did not occur after an unsuccessful interview.

TSP

by jkaras

I definetly agree with you on many points you brought up. The only thing though I saw in regards to not reading all requirements is, if your desperate for work you will apply to any position whether your qualified or not. Most people live by the philosophy that you gotta open a door to get in or not everyone applies to a job believing that they couldnt get it anyway thus having very few applicants and the job needs immediate filling. They have to hire somebody and what's the worst they are going to say? No? The more interviews statistically gives the applicant a higher percentage to get hired. Especially in our economy these days not everyone has a job or gets turned down due to over qualified! These companies dont want to depend on a great employee that will settle for less till something better comes along.
Lastly HR job is to verify backround that you claim on your resume such as actually held positions at old company etc... The boss determines competancy to validate experience.Unfortunately these dont always coincide when highly dependant of HR in the hiring process.

by shadoglare2

I saw something very similar on Monster the other day - "Must have 6-7 years experience in Windows 2000" or something very similar to that.
I had to vent just a little bit to the guy sitting next to me about THAT one.

by micki.wyatt

I am assuming you would like to work in a medium to large company and would like to have an opportunity to use your certified skills for good compensation. If these assumptions are incorrect, please don't waste your time reading the rest of my honest advice.

I can tell you are frustrated and it is hard to find the right job at the right pay now. You can do it though.

In your email, you made several typos for example: pet peave should be spelled pet peeve. If you have typos on your resume, most executives won't even give you a chance to interview whether they are HR or IT hiring managers. Why? They have thousands of resumes hitting their desks everyday. They have their admins. look for typos with instructions to throw them away. Fair, probably not but it's a fact.

Also, if you want a job in today's marketplace, you have to network your way into hiring manager's offices. How? Make a list of everyone you know, technical or not. Chances are they know someone who knows someone who works for the company you want to work for and can get you in the door. This really works, please trust me. If you don't know which companies you want to work for, make a list of the ones you think you want to work for. Why? It helps you focus on how to get an interview.

I would make sure you don't make fun of folks who aren't as technical as you or companies that are not up to date on software. I work for a very large, international company and I still have Windows 97 on my workstation. Why? My company is on a cost saving mission because they (and every large company) has to be, not because they want to be. Slowly but surely, they are rolling out, XP. I've had it at home for years and I am not even in IT.

I would recommend you buy or get from a library 2 books: Acting Skills for Interviewing and a good book (one you like) for resume preparation and cover letters.

Practice asking yourself interview questions you have been asked or think you will be asked and most important, how you will answer them. I am almost always asked what are your 3 greatest strengths. I am very careful with this answer, it can make or break an interview. I usually am honest but pick 2 skills every manager would want. Mine are I am reasonably intelligent (doesn't make them think I am the replacement for Einstein with a huge ego) and I am tenacious. That let's them know, I am smart and will stick with the job until it's completed.

Another great book, if it's still in print, is called How to Get a Better Job Quicker. This was the best book I ever bought. It guides you through every single step of the interview process from resume and cover letter including step by step instructions on how to prepare one of your own, through to negotiating salary and benefits. It's easy to read, very helpful and well organized.

I would also recommend think about why the HR and Hiring Managers might want to be the "qualifier" for the person they hire when they don't understand all that you do (your item 7 above). Unfortunately, almost all fairly large companies have cut back so much, Managers look for technically competent people who can also write and speak well plus do their presentations when out on company business. It's a must have now. They figure if you are not technically competent, their current staff will figure it out quickly, alert them so they can fire you quicker. There are an awful lot of MBAs with your technical qualifications competing for the same jobs I think you may want.

I hope this helps you some.

This discussion is closed to new replies.