So, what do you want—excellence or mediocrity? If you want mediocrity, let HR filter the resumes before the HM. If you want excellence, let the HM filter the resumes before HR. During my last job interview, I interviewed with the hiring manager, who was in charge with an entire department. We discussed my qualifications. He then notified HR of his decision, and I started in that position 2 days later. Any time I have dealt with a HR department for a position, the answer has always been delayed…usually for months.
I bypass HR whenever possible and have found HR to be a roadblock on many occasions. If I had not bypassed HR in order to pursue my current job, both my hiring manager and myself would have missed a wonderful opportunity. You have to be your own advocate. You mention in the post that hiring managers may be fearful tha you would go over their head at some point.
That is an exaggerated comment and has not been my experience. Never Miss an Article Sign up for free. Skip to primary navigation Skip to main content Skip to primary sidebar Skip to footer Search Articles.
Search Articles. Oh yeah, remember you bypassed HR too… But the comments took an interesting turn. Comments good evening madam i am also an HR graduate looking for good internship programme overseas but was not able to a get a chance to put my hands on any of opportunity i finished my MBA in Human Resources and was not able to get good internship because of being a novice and a new comer none of the international big houses is entertaining me so kindly tell me or advice me what would be the requirement to make them at least interview me and then decide that i am talented enough or not but anyways i am great fan of your postings get to learn a lot from you keep flowing information like this to all of us and also i am pursuing Secretarial Course from Institute of Company Secretaries of India i belong to a very small village kind of town in India.
In any case, many thanks for a great discussion of an important HR topic. Thanks for the comment Mukul. Good luck with your course! Jason — Well said. Thanks for the comment. Andy — Thanks for sharing another POV. And statistically speaking, you're likely to be in that majority. So more often than not, the hiring manager is just going to forward your application on to HR to be processed like all the others or will just tell you to apply that way yourself --and often this is going to be mildly annoying to them.
So now you've wasted that effort, come across as if you think the rules don't apply to you, and maybe associated some annoyance with your name. Now, here's the tricky part of this: While this is annoying if you're most candidates, it's a little different if you're a truly great candidate. In that case, doing this can actually be helpful in some but not all cases.
If the hiring manager opens your materials and sees that you're a truly fantastic candidate, she might pass them on to HR with a note saying that you look worth interviewing However, note that this scenario relies on having an incompetent HR department who otherwise wouldn't have spotted this unusually great candidate--and that's pretty uncommon.
It does happen particularly in fields where HR has no clue about the substance of the work of the job they're hiring for , but it's not happening the majority of the time. But there are ten truths that almost always apply. Consider these before you pick up the phone to check in on your dream job. Recruiters have a responsibility to let candidates know where they stand. That respect is essential as job seekers are a crucial component of a successful staffing firm.
Expect responsiveness from staffing agencies. Staffing agencies should provide job seekers with excellent communication. Companies doing their own hiring may not have capacity to provide the same courtesy. No matter who you interview with, you should feel empowered to ask where you stand in the interview process.
Check in on the status of your application via email. Do not call. This gives managers the opportunity to respond to you when it is convenient for them. Ross Fuhrman Ross Fuhrman 2 2 silver badges 8 8 bronze badges. It's very possible that they filtered you out for some other reason besides your skills. As techies we often times believe that the only true measure of a person should be their skills.
Add a comment. Active Oldest Votes. I'm actually the hiring manager the original poster wrote about. So, The Talking Walnut, expect a call. Improve this answer.
Larry Silverman Larry Silverman 1 1 silver badge 8 8 bronze badges. Larry, I have to ask - why is there an upper limit on years of experience?
My old company used to do this, too, and I never understood it. Why not take candidates with more experience if they're willing? It's a good question. We don't list salary range as a matter of policy, so the candidate needs some kind of indication whether he or she is over- or under-qualified. So we use years. A limit on years of experience sounds like you could be asking ofr an age discrimination law suit.
Why not list salary range in this case? Could you elaborate on policy? Many employers choose to not list salary range. If you provide a range, the candidate always negotiates for the high end of the range. It makes the range moot. If they don't get the high end, you get resentment. One more point is that I hire devs from all over the country, and different places have different costs of living.
The bottomline being - you have nothing to lose, and much to gain. In addition to contacting the dev lead through twitter, consider sending your resume and cover letter in hardcopy. Twitter contact and email, especially if this person doesn't know you from Adam can seem a little spammy.
Address it to the company care of the dev lead. You've only got 41 cents to lose, and much to gain.
0コメント