Timeline for Are position requirements often exaggerated?
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| Feb 3, 2019 at 18:24 | comment | added | Kent.Green | I've witnessed aspects of all three of these even as a non-manager but as a Senior working with / training the new contributor. I can't go into detail for privacy reasons; but I think a big aspect of it is the corporate business world's infatuation with ultra-competitiveness at the cost of all other considerations. The truth is, if I have to consider hiring someone for an 'empty' role; I'm going to look for trainability over accomplishment. But if we're trying to "promote" someone we know can do the job then it makes sense to try to just shoe them in since they're ready to go. | |
| Jul 15, 2012 at 15:22 | comment | added | jbowman | As a former IT manager, I can fully agree with this list (+1), and #1 is quite common - I've done it myself, and my wife is currently a "want to hire" who the job req is being written around. Typically, though, that's what you actually do - write the req around the person you want to hire, because that way you can show people that you hired someone who actually fit the requirements. There's a difference between a shotgun blast of requirements and an unusual, but more-or-less well specified, set of requirements, that can be an indicator as to what is going on. | |
| Jul 13, 2012 at 11:10 | comment | added | mhoran_psprep | 4) They are responding to a contractual requirement, where the ultimate customer wrote such a poor set of requirements that they had no choice. If you don't have everything on the list they can't justify that pay scale, regardless of what the actual position will require. And yes I have been involved in interviewing people for positions in my department who were responding to these types of strange position requirements. In the first example they use the prime person's resume to write the job description. | |
| Jul 13, 2012 at 3:11 | history | answered | MathAttack | CC BY-SA 3.0 |