Why do people do this?

submitted by TheMagicFlute from self.AskSaidIt

So word has been going around that a taskforce someplace I used to help out at collapsed, caused by “resumé overvaluing”. Why? Why do people do this?

So here’s what I mean by that. Do you ever encounter those people who have high ranking positions who go into other locations and apply for other high ranking positions and get them just because they have the first high ranking position and that is considered “impressive”? I’ll use this example. A guy becomes a manager in one place. He then goes to apply as a supervisor in another place and the people there are like “wow, you’re a manager in that one place, that’s impressive, I’m considering that the tiebreaker among all the applicants” and voila. Then he goes to be a designer in a third place and they’re like “wow, you have such good jobs in those other two places, we’re considering you then more than anyone else” and voila.

Sometimes the role someone has in the beginning isn’t even that good, as was the case with a certain someone involved in what happened. On the outside, it looked impressive, and they were siphoned into all these other positions, with everything new distracting from the old. Before you know it, you had people in all these places complaining of others in charge who didn’t know what they were doing, until they all collapsed because of a dead end where there was no way to alternate to something new in time. It feels like a ponzi scheme given to people on a silver platter if they’re good enough. Is there something in this approach I’m not seeing?

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[–]Canbot 3 insightful - 1 fun3 insightful - 0 fun4 insightful - 1 fun -  (0 children)

HR is often staffed by less intelligent people who themselves have no clue what they are doing, let alone how to identify the competence of other people for other positions. A lot of businesses have tried to patch that problem by having the hiring process include an interview with non HR staff. But that is still just a patch because HR decides who makes it to that stage. This gives an unreasonable amount of power to HR in deciding the fate of corporations. This has long been recognized by social marxists, who have targeted that position for their subversive manipulation. That is why so many HR departments are staffed by far left extremists. From there many companies have been destroyed.

[–]Smalls 2 insightful - 1 fun2 insightful - 0 fun3 insightful - 1 fun -  (0 children)

That can be the downside of hiring. You have to judge their current and previous positions and assume that they were there because they had the skill and work ethic to complete the job. Often, you find that your new hire was full of shit and either they don't know what they say they know, or they treat the position like a paycheck instead of a job. I think these types of employees last longer at larger companies because they can get lost in the numbers and coast until they see a bigger opportunity elsewhere or can see that they need to jump before they get fired. Unless you know people at their current or former jobs, it can be hard to get their former employers to give you an honest assessment. Also, anything you say about a former employee to a potential employer can come back to bite you in a lawsuit.

[–]IMissPorn 2 insightful - 1 fun2 insightful - 0 fun3 insightful - 1 fun -  (0 children)

Just speculating, but it I suspect it has something to do with hiring decisions more and more often being made by people who aren't actually involved in the business's day-to-day activities. Like would a manager from a furniture store be a good pick as a manager at graphic design studio? Maybe, probably better than some. But someone with extensive knowledge of the industry might well be a better choice. But if the people selecting candidates aren't really familiar with what the company does either, they're much more likely to simply go with an impressive title or the like.