Skip to comments.Another reason businesses can't fill their jobs
Posted on 07/16/2014 10:48:49 AM PDT by Night Hides Not
While many businesses contend that a "skills gap" is a major reason that they're not filling jobs, a new survey says the companies themselves may be a big reason they can't hire anyone.
(Excerpt) Read more at cnbc.com ...
Reasons jobs aren't being filled:
1. Interview process takes too long/too many interviews.
2. "Disappointing" compensation.
3. Applicants turn down jobs at companies experiencing layoffs and retirements (i.e. jump into the frying pan).
Those of us who are "seasoned" are used to the grind. On too many occasions, though, I was advised 45 minutes into the interview that my resume was "too strong for the position." HR couldn't determine that before bringing me in for the interview?
I'm looking forward to comments from FReepers.
Tell them you can work down to their expectations.
HR is where most large companies bury the Affirmative Action hires. Asking them to use reasoned thought is sometimes too much of a heavy lift.
A company that has government contracts of any kind, must interview at least three people for a position.
According to some HR people I have talked with, they must show that they interviewed minorities, women and occasionally veterans for that job. I would assume that today’s list must also include homosexuals and transgendered as well. All candidates must also pass a drug screening that the company must pay for.
It’s difficult to find people with the ordinate skills required in the first place, much less with all the other qualifications that are imposed by the imperial government..................
Thanks for the tip! lol
I was stuck on "can you help me dumb down my resume to better qualify for the position?" When I saw the look on their faces, I got up, thanked them for their time, and ended the interview.
Sounds logical, but I was just offered a job at a federal agency after a phone interview. It took over six months to land the interview, though.
Then there was the 16 year old high school intern from the local creme de la creme charter school, the Jalen Rose Leadership Academy, who put on his application that he’d never had a job before and under his skills he listed he could “count money real good, dancing and cooking”. Nothing pertaining to academics, extra-curriculurar, computers or even lawn mowing jobs. This one made it through HR, I was wondering what the rejected applications looked like.
What these companies need are children from Guatamala who can’t speak English.
That just means “I don’t want to hire someone smarter or more ambitious than I am.”
Although I’m out of the workforce I keep in touch via consulting and former colleagues who would confirm these factors exist. But dig a little deeper into the “long interview process” issue and I think you’ll find there is still a strong reluctance to hire, especially in “high cost regions” like the US. And especially in public companies, where the total cost of an employee is ever-increasing and surrounded by uncertainty at this time. The safest course of action is the delay, drag feet, hope for that “perfect candidate” that will erase any doubts, etc.
Not the complete answer, but the one option that always exists and usually has low risk is to “do nothing”.
“don’t be gunning for MY job”
“billionaire CEO who is calling for more visas for Indian workers thinks your skills cost too much”
The third scenario (which I’ve also encountered) is “older than the coworkers” (and I’m not even 50). But age discrimination doesn’t go on these days. Not with employment acts...
It really depends on the situation. If companies need somebody right away to get vital work done, they usually sing a different tune. I have seen situations where lots of candidates were interviewed quickly, trying to find someone qualified who could be brought on board immediately.
Number One reason why companies can’t fill positions: The HR people tend to be idiots who don’t know how to interview. They have a job description with boxes that need to be checked off. The interviewer has no understanding of the job or of the interviewee’s true ability to do the job. HR people don’t bother thinking and the companies don’t want to spend a nickel providing any training to someone who may be a terrific employee, but doesn’t have experience with one lousy piece of software.
#3 will be a challenge for companies in WA & CO.
It’s a tremendous legal and financial obligation to hire a worker.
Imagine you want to hire somebody. Now imagine standing right next to them during the interview a passel of slip-and-fall lawyers, sexual harassment lawyers, safety bureaucrats, etc.
Now imagine next to them a pile of medical bills, extended leave applications, late and absentee records, etc.
Then imagine what it would cost you to fire or layoff that person, if the need arose.
So true—Yet, an incompetent HR department can bring a viable company to its knees, if not kill it outright.
One of my former employers lost a number of integral, highly competent professionals (myself included) when they assigned us to a newly-graduated, minority HR type who didn’t have the slightest idea what we did but decided we were overpaid.
I was advised 45 minutes into the interview that my resume was “too strong for the position.
They would rather tell you that than tell you the truth.
So, what is the truth?
That they had already decided to hire someone younger, with less experience, and for less money.
Yeah, I know how you feel. After the third time in a row it happed I lost my temper a bit. I stated "Then WHY have you and the last three companies felt that it was necessary to waste MY time?"
I got up and left.
I also found an offer package in my mail the same day I got back from that interview... I took that job.
In my chosen profession (accounting), that means the job will re-open in 12 months, after everything's gone to hell. Then we'll bring you on until you clean everything up (up to 24 months), and we'll say "management has decided to move in a different direction."
Wash, rinse, repeat...
After talking with a floor supervisor of a company that manufactures the machines that make drinking cups I found this out. His company has a revolving door. They hire and fire constantly. The biggest problem is that there is no work ethic. No one wants to be on ‘time’. And, no one wants to work when the employer needs them to work.
Money is the ONLY reason I am there for an interview.
Also, many corporations actively share their own wage and salary information with their business competitors.
That by itself is completely legal.
But then, afterwards, there is an unspoken, self-sorting, gentleman's agreement not to compete against each other on the basis of pay.
Think about that.
You can go to 2 job interviews on the same day, both employers might refuse to quote an exact salary, but each one knows what the other guy is going to offer you!
One of my friends interviewed a candidate who had average grades and no extra curricular activities. My friend asked why. The student’s response. I am paying for my education myself so I work 20 hours a week on a lobster boat (not family) on weekends I work on my dad’s boat and give what I earn to my parents who need the money.
My friend hired the student on the spot and said he never met a graduate with that strong of work ethic.
Well, you are a veteran.
They probably scraped the bottom of the barrel of PC candidates and couldn’t find a black, gay, female to fill it with...........;^)
I want all these whiny CEO’s to not only hire these illegals, but also house them. If they are THAT freakin’ critical to your business, you’ll find a way. Bob
A certain Company hired a senior manager (projects and people) who had no prior experience/job knowledge in the Company’s business. And less than zero people skills. The beyond incompetent senior manager hired a H.R. guy who became the senior manager’s flunkie.
Morale plummeted. Only the Company owners were happy as the senior manager kissed their asses, so they did not care that the senior manager made many mistakes$$$$ (always someone else’s fault of course).
The Company senior manager hired friends and particularly his own (Hispanic) race candidates, promoting such newbies over far more skilled and experienced staff. Conducted personal vendettas, etc. And caused the Company even to get a bad reputation with the local temp agency due to the way it would let go workers without even a full day advance notice.
Finally, a larger Company bought it and sent it a competent manager who cleaned house of the incompetents. A much better place now.
The beyond incompetent senior manager had been hired by the wife of the Company owner. While lacking any ghost of job qualifications, the senior manager maded to make her happy.
Later the Company owner and his wife divorced. The beyond incompetent senior manager got a job with another company. From which it was understood he got let go from.
People who’ve worked for many of them (e.g., temps) know that they want politically correct, pathological social skills instead of technical skills.
The company I just retired from (for the fourth time) had problems for several years in finding qualified CNC machine operators. They had a pretty strict requirement that applicants had verifiable experience or a trade school diploma, even though their starting wages were in the absolute lower range for the area. They moved some of their non-skilled employees, those who had shown some potential and a good work ethic, into a development program and trained them in house. Two years later they have doubled their output without lowering their quality standards, and wages are up to a competitive level. They took a risk and accepted that there would be some short term loss of profit margin due to inexperienced operators working slower and with slightly more waste.
This concept was very popular several years ago but companies now want all the hard work of training done by someone else so they can just kick back and make the easy money. I believe many places who “just can’t find qualified workers” could and should go retro and create qualified workers.
A lot have companies have eliminated their HR departments.
Finding qualified staff is professional management’s job one. As your story shows there are way to do their job. It is disgusting listening to these pampered and overpaid executives complaining that they can’t do their jobs.
It’s easier to go buy a congressman to help them import Bangladeshis.
Good story...I’ll bet those workers are more loyal to that company.
problem in a nutshell...
it used to be an employers market...
now it is an employees market...
the employers just have not gotten around to “changing” their attitude...
in short order we will see new apprenticeship programs, and a jump in pay for experienced employees...
and the older people looking for work will find it at decent compensation..
(i have seen about 6 of these cycles in my lifetime, so this opinion is based upon experience)
I used to be a recruiter so I speak interview...
“Your resume is too strong for the position we’re looking to fill.” Translates to:
“I should be working for you, so I won’t hire you.”
Yeah, don’t you hate that? I mean, does anyone read them before the interview?
Yeah...I need to brush up on my “interview”. I’ve been self-employed so long I hardly remember what it was like to work for a paycheck, much less actually interview for a job.
......and that is why we need more illegal immigrants to fill these positions. So saith Reid, Pelosi, Obama, United States Chamber of Commerce, La Raza, ..., and Juan Valdez.
In 40 years, I never got a job after going through HR. Got a lot of them, though, from executives who needed someone to fix the mess the HR hire created. HR employees have the same incentive that middle managers have: the less competent the hires, the more you need and the bigger their empire grows.
I once worked for a company where I predicted there would come a time when the middle management had laid off their last competent employee, and it’d take a year before they noticed that the revenue had stopped coming in. Damn near happened too.
I once worked for a company that was the leader in its field primarily because of the skills of its engineering staff. They hired a new general manager who made exactly that same decision, then announced it in his first “get acquainted” meeting. 80 percent of the engineers walked within three weeks. The company never recovered, but the one down the road that his former engineers started did just fine.
How about the 15 year old daughter of the White House that got a job in Hollywood, violating the labor laws?
IF I were still an employer in Calif, I would NOT have been able to hire her on that fact alone.