I wish I had a dollar for every time I heard a manager complain, “The HR department included ‘must have college degree’ in the job req even though I don’t care” or “They asked for 5 years of experience in a technology that’s only been around for 3” or “I have no idea why they rejected this candidate without even contacting me.”
Still, in many cases you don’t have a choice. If you want to hire someone, you need to deal with HR, at least to a small degree – especially if you work in a big company.
So I’m writing a feature story for technology managers, collecting real-world advice from people who learned their lessons the hard way.
Let’s say you have a new opening in your department. In what ways do you involve HR? (That could be anything from, “give them general guidelines and let them choose the best candidates for me to interview” to “I do the search myself, and use HR only for on-boarding.”) What makes you choose that path? How much choice do you have in the matter?
What do you wish you knew “n” years ago about dealing with your company’s HR department?
Please don’t assume that I think HR always sucks. However, there isn’t as much to learn from “why HR is your friend.” The idea here is to help techie managers cope when HR doesn’t offer what you hoped for.