Among the many reasons that I avoid corporate IT. Some of the smell tests are nattering on and on about responsibilities like attending meetings, preparing reports. It's like telling a doctor to scrub before surgery.
yep, a key reason I avoid BigCorp as well. But your comparison may be off: I have read recently (I think from HN) that forcing doctors and nurses to scrub before surgery reduces disease. I know, we all like to think the docs will do this with no oversight, but apparently not.
It's not difficult to avoid the 'HR gateway' problem - just have HR concentrate on payroll, legal compliance issues, visas etc. & not interview or filter resumes. Interviewer should be the prospective recruit's direct manager, &/or someone who has/is or can do the job in question (wherever possible) and a seperate interview by someone else to confirm the first opinion. Is that rare? I've never hired any other way.
This reminds me of that YC funded recruiting company (forgot the name--help!) that closed up shop and had their postmortem featured on HN recently. The conclusion was that HR departments aren't a profit center, so there's no motivation to innovate.
Maybe there should be a RFS for a better way to measure HR performance; that way, at least the pointy-haired bosses could be yelled at by their pointy-haired bosses when they score below industry average, or worse than last year.
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[ 5.4 ms ] story [ 27.7 ms ] threadAmong the many reasons that I avoid corporate IT. Some of the smell tests are nattering on and on about responsibilities like attending meetings, preparing reports. It's like telling a doctor to scrub before surgery.
http://news.ycombinator.com/item?id=760477
I suggest you get some more hardware, perhaps you can compute the remaining two a little quicker.
Maybe there should be a RFS for a better way to measure HR performance; that way, at least the pointy-haired bosses could be yelled at by their pointy-haired bosses when they score below industry average, or worse than last year.