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Workforce, Sept, 2002

Still Steamed About "Hate"

I just read your article, "Why Job Applicants Hate HR" (June 2002). Some of the items you mentioned I have to agree with. However, I do believe that people assume that HR is entirely in control of the process. In the last two organizations I have worked for, the hiring process was decentralized. In order to make sure that we responded to all applications, our HR office received all of the information but then submitted all of the resumes to the appropriate hiring manager for a decision. From my experience I've had many managers not take a proactive role in reviewing the applications and contacting applicants. We have even altered our process to make it easier for the hiring managers but that doesn't mean that they respond.

There are things that we as HR professional can do to improve the process, but unfortunately sometimes we take the punch to protect our hiring managers.

Thank you for this opportunity to sound off.

Jacquelyn Anderson

Employment Specialist

University of Maryland University College, Office of Human Resources Adelphi, Maryland

I read your article ("Why Job Applicants Hate HR") and must say that it is not very balanced. You are listening to candidates who are frustrated with the economy and lack of viable jobs. HR corporate recruiters cannot respond to the hundreds of candidates who apply for each job opening. It is not possible. This has nothing to do with being arrogant. It has everything to do with being smart with your time so you can fill the thirty-plus job requisitions on your plate. We only have time to follow up with the best most qualified candidates--and believe me, I am the first to reach out to a candidate who is qualified and has the experience for the requirements we seek. About 80 percent of the candidates who apply are truly NOT qualified.

If candidates want to get noticed they need to write a clear and compelling resume. I will contend that the majority of candidates send in resumes that prove the fact that they did not take the time and effort to really communicate well. It says a lot about a candidate who can quickly, clearly, and accurately communicate in writing what they bring to the table. Why don't more candidates pay a professional resume writer to draft them a resume that will get noticed? Getting a job is all about communicating and marketing your skills. The responsibility is on the candidate, not the recruiter and manager.

Your article paints HR to be unprofessional and incompetent. As a HR professional myself I will contend that the tactics and non-professionalism of some candidates are deplorable. We as HR professionals are not arrogant, ineffective, and disrespectful. The managers we support rely on us to bring them the best. They need to drive their core business; they don't have time to recruit.

Eric Hoagberg

Technical Recruiter

Wow! I just finished reading the letters (August 2002) of HR professionals strongly taking issue with the article "Why Job Applicants Hate HR." Interesting that the only letter in support of the observations in the article came from outside the HR community. One more piece of data demonstrating that HR doesn't want to hear feedback or see ourselves as others see us. What did the article say about "HR arrogance?"

Michael Marker Partner

David W. Miller & Associates Salt Lake City. Utah

Resources for Excellence

I receive Workforce magazine and enjoy the articles immensely. I find them informative and best of all USEFUL!! I am now archiving articles on performance evaluation and ranking systems. I will be much better prepared to answer questions on the issues because of your magazine.

Our company is small (under 100 employees) but recently won the top award from the New York State Psychological Association for having programs that promote and support a healthy workplace based on employee involvement, empowerment, and safety/wellness. Your magazine will continue to be a valuable resource to me as I continue to initiate programs that will establish Liberty as a premier workplace.

Thanks to you and all the staff of Workforce magazine.

Jean S. Steinmetz

Employee Development Manager

Liberty Precision Industries

Let Down by the "Brethren"

I appreciate the comments made in the various articles on the competence of HR as a discipline (A 360-Degree View of HR, June 2002). I have to admit that I've been terribly disappointed in my HR brethren, especially after I was downsized last January and forced into a desperate search for employment. The lack of response, which is inexcusable in the age of e-mail (c'mon people), as well as the curt replies to inquiries and follow up were maddening...

This experience has caused me to consider how I managed recruiting and hiring in my two previous HRM positions as well as learning how to perform this function better in my current position. I have certainly learned that an important portion of my position is to portray the firm's image. In order to do so, there is a right way and a wrong way to manage recruiting. I have found that, without a tremendous investment of time, I can provide somewhat of a personal touch in responding to applicants despite the fact that we are currently in a hiring freeze...