I don’t know whether the New York Times is trying to shed light on the growing unemployment situation or to poke fun at job hunters and employers. In a story yesterday ($13 an Hour? 500 Sign Up, 1 Wins a Job) the Times tells about a trucking company that ran a job posting on CareerBuilder… and what happened.
Turns out this company is afraid to hire people more skilled than it’s accustomed to — even if the price is right. If this isn’t proof the world has gone nuts, I don’t know what is.
The head of corporate recruiting was apparently stunned at all the resumes she received via CareerBuilder. How’d she decide on the finalists out of the 500 applicants?
She dropped significantly overqualified candidates right away, reasoning that they would leave when the economy improved. Among them was a former I.B.M. business analyst with 18 years experience; a former director of human resources; and someone with a master’s degree and 12 years at Deloitte & Touche, the accounting firm.
Imagine that: The economy has put some incredibly talented and skilled people on the market at a steep discount. These are smart people willing to take less money to do a lower-level job than they’re accustomed to. Buy low. Does this goofus know what that means? No, she’s worried that an “overqualified” hire will leave when the economy gets better.
Yo, Mamma! Anyone you hire is gonna leave for a better opportunity when the economy improves! Time to fire the HR lady.
But it gets better. Trucking companies are not immune to staggering incompetence at any management level — any more than any other industry is. One of the applicants rejected by the HR lady gets passed on to another manager. What does he do to assess this candidate and make a hiring decision?
Mr. Kelsey marched through many of his questions again. Then, trying to gauge her ability to be assertive among truck drivers, he added a new hypothetical: if she were in the stands at a baseball game and a foul ball came her way, would she stand up to try to catch it, or wait in her seat and hope it fell her way?
The other finalist had said she would wait. But Ms. Block said immediately that she would jump up to grab it.
Mr. Kelsey decided he had found his hire.
Managers can ask job candidates anything they want in an interview. Why didn’t Mr. Kelsey ask the applicant what she’d do if, when that foul ball came her way, a truck driver seated beside her elbowed her in the face so he could catch the ball instead? Would she:
- Deck him?
- Thank him for saving her face from the incoming projectile?
- Wipe her bloody nose and scream for a cop?
- Ask him whether Mr. Kelsey is hiring?
My compliments to whoever hired that IBM business analyst. You got a bargain. If you treat him well and make good use of his skills (which you’d never get a shot at in a good economy), my guess is he might not even quit when the economy gets better… because you found good ways to capitalize on skills you couldn’t afford in a better economy… and maybe you were astute enough to create something better for him at your company so he’d stay. And even if he leaves, if you were smart you made profitable use of the time he was working for you. Nobody stays at your company forever, assuming your company is still in business in a coupla years…
I’d like a count, please: How many managers or HR people out there would pass on an “overqualified” applicant willing to work for less money because they don’t know how the hell to capitalize on a windfall of unexpectedly superior skills?
(Thanks to Steve Amoia for sending me the NY Times article.)