|
|
|
|
|
|
by oramit
902 days ago
|
|
|
In the last year of my last job I took on recruiting and mentoring tasks as one of my goals for the year. Management encouraged it, I got great feedback all year, and in my annual retrospective I highlighted it as a big win. When the annual review came around though it got no mention and I was basically punished for taking on those tasks because my billable time went down a small amount, even though we all knew (and agreed) that would happen. That, and other reasons, are why I found a new job the next month. My experience is the same as yours OP. Hiring just isn't treated with any respect and your career will probably suffer if you take it on. Now that i've finished complaining... I think there's a good reason for this behavior. In the US, where most of our posters are from, you can fire people for any or no reason. It's true that you can put in more effort at the beginning of the hiring process to find better candidates but you won't really know if they are a good fit until they work there for a while. You can have great candidates on paper who don't work out in person, and terrible candidates on paper who are great on the job. This randomness to the hiring process means that people don't treat it as a real discipline. And if you do hire a dud, you just fire them. Is it really any wonder that most recruiting processes are so callous? |
|
|
It's just the same in Europe with way higher standards on recruiting (i.e. anti-discrimination laws are actually enforced) and employee protection laws. Recruiting, accounting and IT are usually seen as a "cost center" by the remainder of the employees instead of being respected as vital contributors to the business, so it's inevitable that people eventually "check out".