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Re: HR asking about job qualifications
I agree. Though it is done many places I do not like the idea of HR
screening applications. They just do not have the knowledge of what I
want. I would rather wade through some hopeless apps than worry that they
may have culled some I would have liked to have seen. You can do a first
run through of apps very quickly yourself.
Steve Fisher
University of Denver
On Wed, 21 Jun 2000, Bernadette A. Boucher wrote:
> Hello folks---
>
> I wouldn't expect an HR office to be able to ask for/
> evaluate my qualifications in a meaningful way. I
> don't know about other people's situations, but the HR
> staff where I work (in a university library) are NOT
> librarians. HR offices at universities often have to
> coordinate the hiring of hospital workers, faculty,
> janitors, administrators, etc as well as librarians.
> Furthermore, the HR staff here doesn't "interview"
> people--- the specific department with the vacancy
> does. HR pushes the paperwork. I'd never expect HR
> to understand what "processed 600 cubic feet", or
> "repaired 300 documents with Japanese paper and
> methyl-cellulose glue" means, and whether this was a
> lot of work, or a little work.
>
> Should employers do more research regarding job
> qualifications, salaries, etc.? Absolutely. But I'm
> not sure that this is the HR office's responsibility.
>
>
> Just my 2 cents,
>
> Bernadette :)
>
>
> --- "HEGEL, GERRY" <GHEGEL@DANCONA.COM> wrote:
> > Here is my experience on this subject.
> >
> > Salaries. Many times prospective employers have no
> > clue what a job is
> > worth. Instead of doing their own research, they
> > want to find what the
> > "market" is, then decide what they want to pay. If
> > you see many listings
> > that list salary as DOE, that is a tipoff that they
> > don't know, and don't
> > want to pay more than they have to. This is also
> > consistent with the
> > requirement that all resumes must contain salary
> > history to even be read.
> > And, of course, they want to filter out those that
> > are obviously not
> > qualified at an early stage. I do like the idea of
> > including a salary
> > range, that leaves wiggle room for both sides, and
> > it lets me know which
> > ones I'm not interested in. It is truly a waste to
> > read a glowing job
> > description only to find out later that they only
> > want to pay $8 per hour
> > with no benefits.
> >
> > This, at least in my experience couples with HR not
> > asking about
> > qualifications. If you told them, they wouldn't
> > know. Instead, they
> > concentrate on somewhat frivolous things, or they
> > wade through a lengthy
> > benefits explanation and you don't even know what
> > the job is yet. If the
> > idea of the HR portion of the interview is for
> > screening, they should
> > concentrate on screening applicants based on
> > qualifications, not on what
> > they currently make. Of course, on balance, the HR
> > person doesn't want to
> > ask the same questions the hiring supervisor is
> > going to ask.
> >
> > FWIW
> >
> > Thanks,
> >
> > Gerry
> >
> > Gerald L. Hegel
> > Records Manager
> > D'Ancona & Pflaum
> >
> > Voice 312-602-2197
> > Direct Fax 312-602-3197
> > E-mail GHegel@dancona.com
> >
> >
> > -----Original Message-----
> > From: Jackson, Bill
> > [mailto:Bill.Jackson@HARLEY-DAVIDSON.COM]
> > Sent: Wednesday, June 21, 2000 8:37 AM
> > To: ARCHIVES@LISTSERV.MUOHIO.EDU
> > Subject: Re: Jobs
> >
> >
> > Norma is correct.
> >
> > I have dealt with more than one HR person who
> > instead of talking to me about
> > qualifications, kept asking "How much would you take
> > to work here?" Also,
> > there seems to be a rising tide of HR folks who
> > insist on knowing the
> > candidate's current salary. Why do they even care?
> > Do they not already have
> > a budget in place to pay the person? In my opinion,
> > it is an inappropriate
> > question to ask, and to those just entering the
> > profession, I say, be wary
> > of prospective employers who are not interested in
> > your background, and
> > ESPECIALLY wary of ones who insist on knowing your
> > current pay rate.
> >
> > Bill Jackson
> > Senior Archivist
> > Harley-Davidson Motor Company
> > Milwaukee, WI
> >
> >
> >
> > -----Original Message-----
> > From: Norma Myers [mailto:myersn@ACCESS.ETSU.EDU]
> > Sent: Wednesday, June 21, 2000 11:11 AM
> > To: ARCHIVES@LISTSERV.MUOHIO.EDU
> > Subject: Jobs
> >
> >
> > I want to address this question from two
> > perspectives. First, from
> > the perspective of an archivist searching for a new
> > position, it is
> > incredibly frustrating to read job ad after job ad
> > that has no salary
> > information included. I think that the reason is
> > not embarrassment
> > over low salaries. Those of us who are in the
> > profession are
> > incredibly embarrassed and angry over the low
> > salaries.
> >
> > From the perspective of the Human Resources people
> > and
> > administrators in bureaucratic institutions who make
> > the final
> > decisions about salaries, I think the issue is not
> > embarrassment at
> > all but rather trying to pay less money than is
> > allotted in the
> > position line. From my experience, it seems to be a
> > similar mind
> > set to "shopping for bargains."
> >
> > I just fought this fight with our human resource
> > people. They
> > wanted us to put something vague in the job ad about
> > salary. We
> > argued that it would waste our time reviewing
> > applications and the
> > time of people applying for the position. At one
> > point in frustration,
> > we suggested the phrase "salary - not nearly
> > enough."
> >
> > Sometimes, the institution will have a website that
> > includes salary
> > ranges for different classifications and levels of
> > employees that
> > includes the minimum and maximum salaries that are
> > allowable. If
> > the job ad includes the position classification, the
> > salary
> > information may be readily available even if it is
> > not in the ad.
> >
> >
> >
> ***************************************************************
> > .. . . life is just a leap of faith, so spread your
> > arms and
> > hold your breath and always trust your cape. (Guy
> > Clark, 1997)
> >
> ***************************************************************
> > Norma Myers, Curator
> > Archives of Appalachia
> > East Tennessee State University
> > Box 70295
> > Johnson City, TN 37614-0295
> > Phone: (423) 439-6991
> > Fax: (423) 439-6340
> > E-mail: myersn@etsu.edu
> >
> > A posting from the Archives & Archivists LISTSERV
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> >
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> >
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> >
> > Problems? Send e-mail to Robert F Schmidt
> > <rschmidt@lib.muohio.edu>
> > Confidential e-mail for addressee only
> >
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> >
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>
> =====
> Bernadette A. Boucher, MLS (Rutgers, May 1999)
> "It's alright to 'like books' but a librarian should like people."
>
> balibra76@yahoo.com
>
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> A posting from the Archives & Archivists LISTSERV List!
>
> To subscribe or unsubscribe, send e-mail to listserv@listserv.muohio.edu
> In body of message: SUB ARCHIVES firstname lastname
> *or*: UNSUB ARCHIVES
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>
> Or to do *anything* (and enjoy doing it!), use the web interface at
> http://listserv.muohio.edu/archives/archives.html
>
> Problems? Send e-mail to Robert F Schmidt <rschmidt@lib.muohio.edu>
>
A posting from the Archives & Archivists LISTSERV List!
To subscribe or unsubscribe, send e-mail to listserv@listserv.muohio.edu
In body of message: SUB ARCHIVES firstname lastname
*or*: UNSUB ARCHIVES
To post a message, send e-mail to archives@listserv.muohio.edu
Or to do *anything* (and enjoy doing it!), use the web interface at
http://listserv.muohio.edu/archives/archives.html
Problems? Send e-mail to Robert F Schmidt <rschmidt@lib.muohio.edu>