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by maccard
7 hours ago
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I’ve worked with places that have had HR bungle the hiring and places that haven’t. The only difference is whether it’s HR or Engineering bungling the hiring. Writing a job description that actually matches what you want is hard work. Sifting through 300 applicants that don’t meet the requirements or lie on the application form is hard work. Doing 10 30 minute intro calls is hard work. Desigining “standard” questions for comparison is hard work. Wrangling 2 rounds of interviews per candidate, dealing with people who are too busy with work for hiring is hard work. Chasing people for interview feedback that isn’t just “yeah seems fine” is hard work. And then getting the group to stop saying “we want to speak to more people” is harder than any of the previous steps. I’ve interviewed hundreds of people over the last few years as a peer, hiring manager, and as a “bar raiser”, and it’s just a lot of work no matter who does it… |
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My employer embarked on a yearlong effort to standardize job title, roles, and responsibilities.
The first problem was that every manager inserted responsibilities specific to their own teams into the expectations intended for the entire organization.
The result is that no one is realistically expected to fulfill this laundry list of duties, but, this extensive list can now be weaponized if they want to PIP or fire someone. We also suspect that this will be used against us when asking for raises or promotions. All bullet points are weighted equally. I may get called out for not mentoring junior developers, even though there are none on my team.
Second, the entire job description itself is far too flowery - even accounting for corporate puffery. It reads like a wishlist.
Corporate is thrilled, but I sense nothing valuable came from the effort.