“Oh, you may have 6 years of experience with IT support, using various different ticketing systems, worked in environments using all the major operating systems, and have done some system and network administrative work, as well as multiple certifications indicating that you know everything we’re looking for and then some, but you’ve never worked with the ticketing system that we use? OK, bye! You’re useless to us! Your resume is going on the bottom of the pile!”
That’s like throwing away an application because they didn’t use the same ticketing system is like refusing to hire a highly-experienced pilot because the seats on the planes they’ve flown aren’t the same model as the plane the airline flies.
I had an interview a month or so ago with a company who was looking for me… like… almost exactly me. I don’t think I could have matched their job description any better.
The initial interview with the recruiter went super well. He was so excited to move me on. He even called me the day before my next interview to let me know the hiring manager was a little bit of an odd bird in interviews and wouldn’t like it if I go into extreme technical detail in my answers of his questions but I should stick to broad answers. I thought, huh, okay that’s a little weird for an IT position at this level but okay.
Then I had my zoom call with the hiring manager the next day. He did not ask me about my past at all and only wanted to “have a conversation where there are no wrong answers” which he started by giving me extremely vague hypothetical situations where I constantly had to ask for more information and he would purposely omit details so he could turn around and “GOTCHA” at the end of each of my answers. The questions he posed had next to nothing to do with anything in the job posting and he sat there with a smug smarmy smile on his face the whole damn time. It was next to impossible not to go into technical detail because of what he was asking and I could just see his eyes glaze over if I talked for more than a few seconds at a time without him being able to smugly say something.
I highly doubt they’ll find anyone to fill that role if they have to interview with that twat but god help anyone who is both unlucky and desperate enough to pass his interview and take the job.
He was aiming to hire a friend, but they brought you in to take the L.
definitely not the first time that has happened to me, but I didn’t get that sense because of the enthusiasm from the recruiter. I guess it could be the case though.
Recruiters/ HR may not know.
why are the people who don’t know [subject matter] the people who hire [subject matter] roles
failsons have convinced the world that management is a serious field when it is in fact very much not, so the people who do the hiring in any field know nothing about anything except management. which is to say, nothing at all
i say this as someone with a business degree lol
You’re being very generous when you say they even know anything about management.
Because the economics of local MSPs implicitly competing with large vendors like CISCO, Microsoft, etc as well as large scale MSPs like accenture ruined the industry in the 2000’s and the subsequent bad practices of “call centerizing” the industry got internalized in a lot of corp environments esp at user facing support.
Management essentially became less and less technical because they needed to represent capital more and more to keep the business “afloat”. Essentially everyone turned into Michael Scott because you couldn’t make money hand over fist selling paper anymore.
Similar to the ZIRP problem for SE’s. Technical excellence, OSS contributions, and cooperative open standards can only exist if management feels like they’re rich and doesn’t feel the need to be efficient and micromanage its money.
I don’t think this is a specifically IT-Problem, this is an HR-Problem. In an organization of any given size they’re not gonna be able to comprehend the details of whatever they’re recruiting at all. How would they?
But at the same time, HR is the cops of the corporate world, so it givess you major brainworms. You figure you’re qualified to recruit anybody, I mean, you’re HR! We’re fucking HR, all we do to pick candidates is at best do astrology but it is so, so important and since we’re job-cops we have the red telephone to the CEO. Sure, you might think “guy who worked with a ticketing system that’s 2% off what we use” would be a great fit, but luckily we here in HR are there to state that since this isn’t 100% what we’re looking for, no. Also we’ve given a report to the CEO that among the unwashed masses upon which we spit, there isn’t a single qualified applicant as based on matching keywords in their resume. Sorry, boss, maybe drum up the “work shy” rhetoric some more? We love you and that will help us a lot, there’s just too many bad people, dangit!
In the sense of it’s weird that the Marxists are the only people left concerned with how an organization works, if you are a CEO and trust your HR you have failed at your job. These are still just your employees, they don’t give a fuck. Left to their own devices they will implement the worst application progress known to man, because it means they can just tell you the aforementioned lies. You should treat them as a hostile entity to your enterprise, but they do also fire people, so they get special privilege.
I’ve got this from external recruiters as well. You know, the people who usually get paid commission by finding people to hire? You’d think they’d exaggerate a candidate’s skills, not nitpick like that.
Been there tho. So many times. Like jfc, I was self taught before certs were even a thing. I think I can figure out your proprietary software that’s just like every other piece of trash out there.
To expand on that, why are IT managers so clueless about IT?
because the pieces of shit float to the top. I’ve seen it time and time again. The laziest, most good for nothing idiot is the one that gets the promotion to lead and then manager because all they do all day long is look for ways to take credit for other peoples’ work and loudly announce every “accomplishment” they have at any given opportunity while everyone else is busy actually working.
Because the trick to career advancement isn’t doing a good job… but getting those in charge to like you.
Just use git, or a simple kanban like Planka. Ticketing systems don’t need to be that complex…
