2
points
nicksbg
Joined 12 karma
- nicksbgThe problem of the ghost jobs existing in first place is because of weak HR. HR that does not have education, can not be influential strategic personnel necessary to steward management toward right decisions. Ghost jobs are also an alternative to marketing since companies see it as a way to market themselves as successful company. Because there is no one to stop such foolish decisions, we see effect on market.
- The posts section always basically goes like: We did X but then what surprised us with X is something we did not see coming.
- I think that old departments (personnel departments) should have been just modernized in reality. To be frank, in some cases a mix of HR/Legal department is cost saving too.
What it really comes to is that a lot of people love to micromanage everything. If you hire someone that has integrity and educational background in subject, he/she will warn you if the decision you are making will have consequences in the long run. If you have someone that does not have relevant education, that simply does not happen. The managers micromanage, those people receive salaries and if they step out of the line even when they are right, they are reminded that they do not have relevant knowledge in said department (law/economy). This in turn leads to a lot of people gaining something called shallow experience which then in turns leads those people to hire someone that des not pose the risk to their position further down the line.
The problem being in this case is that there are a lot of misses that happen when the HR is organized like that; from illegal hirings, not knowing key economic factors, not having a clue about the business itself, no clue about laws and procedures and so on. Which in turn does not really protect the company because the company loses both the money and employees.
- As someone that works in HR, the incompetent HR combined with using AI for ATS ( or not knowing how to use ATS at all) is one of the core problems when it comes to losing quality candidates and is to blame for this. It should be illegal to hire HR from any education other than law, psychology, management and economy background. That way the responsibility would be larger, the ROI on HR would be higher (because the retention of the candidates and the quality of the candidates). Simply paying and promoting people with any educational background in a HR role is a waste of money which also creates problem for the company and not just employees.
- Any plans for Europe/Remote work roles?
- It really also depends on the country and lots of other factors.
- Fair, but not strain in terms of storage space. More in terms of disk writes and how write intensive it could be, which can be a problem especially for SSDs.
- Exactly. I think this is a massive problem, and also as someone that works on one of Ubuntu distributions, I always wonder how much strain it introduces together with flatpaks and snaps.
- Location: Serbia, Belgrade Remote: Yes Willing to relocate: No Technologies: Legal, HR, Management and Administration LinkedIn: https://www.linkedin.com/in/nikolastojic/ Resume/CV: https://www.dropbox.com/scl/fi/k8qjnitad7hkktzcdvrfg/Nikola-
email: nikolas(at)grindam.com
My experience is mainly focused on human resources, administration and legal work ranging from contracts, advice on case, paperwork, recruiting, and any other administrative and HR task. In general one of the differences from the others that are doing the same thing is that I somewhat technical background due to being involved in few different projects during the years, so I can easily communicate with developers and also see when there is an actual issue in production or if someone is just delaying something or bluffing during interview. I also having managing experience, as I have been managing director of recruitment agency.
- This article that I wrote yesterday, illustrates how the HR is barely functioning as a role, and how corrupted hiring has become, making in turn everything worse, for employee, employer and society.
- Location: Serbia, Belgrade Remote: Yes Willing to relocate: No Technologies: Legal, HR, Management and Administration LinkedIn: https://www.linkedin.com/in/nikolastojic/
Resume/CV: https://www.dropbox.com/scl/fi/k8qjnitad7hkktzcdvrfg/Nikola-...
email: nikolas(at)grindam.com
My experience is mainly focused on human resources, administration and legal work ranging from contracts, advice on case, paperwork, recruiting, and any other administrative and HR task. In general one of the differences from the others that are doing the same thing is that I somewhat technical background due to being involved in few different projects during the years, so I can easily communicate with developers and also see when there is an actual issue in production or if someone is just delaying something or bluffing during interview. I also having managing experience, as I have been managing director of recruitment agency.
- Location: Serbia, Belgrade Remote: Yes Willing to relocate: No Technologies: Legal, HR, Management and Administration
LinkedIn: https://www.linkedin.com/in/nikolastojic/
Resume/CV: https://www.dropbox.com/scl/fi/k8qjnitad7hkktzcdvrfg/Nikola-...
email: nikolas(at)grindam.com
My experience is mainly focused on human resources, administration and legal work ranging from contracts, advice on case, paperwork, recruiting, and any other administrative and HR task. In general one of the differences from the others that are doing the same thing is that I somewhat technical background due to being involved in few different projects during the years, so I can easily communicate with developers and also see when there is an actual issue in production or if someone is just delaying something or bluffing during interview. I also having managing experience, as I have been managing director of recruitment agency.
- I would like to add that (and not since I come from law background) today the HR can be mostly automated for a lot of stuff as other said in this thread. Some processes such as personality tests can be outsourced to outside psychologist. I always like to add that having with knows ins and outs of business and legal, is far more beneficial for business. To be fair everyone will always calculate costs & benefits of each position, and at this point, HR as it is now is large expense.
- Exactly. Plus the external recruiter is dependent on the hiring performance. At the end of the day, the external recruiter does not have luxury to hire a bad candidate like a internal talent manager, since that can kill contract and possible future recommendations to other clients.
- Not quite. Would expand on it more but there are character limits on HN. My main point is that if you are coming from other field, you need to prove yourself - take the necessary education, some kind of courses, earn a certificate that proves you are willing to dedicate yourself to new career. Simply giving someone job that they do not how a good grasp on, is more of a favour than a logical business decision. It is better for them to get quickly on track via courses and education, as well the company that has chosen such candidate for HR.
- 13 points
- The problem is, this became a behavior that is encouraged. Whether posting job ad is free or payed, a lot of companies do this to gain additional exposure, advertising themselves actually via job ad.
As an HR professional, I have seen this happening more and more. To add insult to the wound, most of those companies never respond to applications.
The whole point around it is that is cheaper to use job posting ad to advertise yourself than to pay real advertisement in form of banner or sponsored text ad. Most of those come minimum retention date, and are a lot more expensive.
- Any HR/Ops roles open?
- Location: Serbia, Belgrade Remote: Yes Willing to relocate: No
Technologies: Legal, HR, Management and Administration
LinkedIn: https://www.linkedin.com/in/nikolastojic/
Resume/CV: https://www.dropbox.com/scl/fi/k8qjnitad7hkktzcdvrfg/Nikola-...
email: nikolas(at)grindam.com
My experience is mainly focused on human resources, administration and legal work ranging from contracts, advice on case, paperwork, recruiting, and any other administrative and HR task. In general one of the differences from the others that are doing the same thing is that I somewhat technical background due to being involved in few different projects during the years, so I can easily communicate with developers and also see when there is an actual issue in production or if someone is just delaying something or bluffing during interview. I also having managing experience, as I have been managing director of recruitment agency.
I am urgently looking for any role.