On 14.09.15 21:18, hancock4@bbs.cpcn.com wrote:   
   > On Monday, September 14, 2015 at 3:01:05 PM UTC-4, Bolwerk wrote:   
   >   
   >> Not without reason.  Hiring laws are difficult to follow, and at least   
   >> trained human capital management specialists (whether HR, organizationa;   
   >> behavioralists, or IO psychologists) are actually pretty well equipped   
   >> to select people based on personality and skillsets, whereas hiring   
   >> managers mostly have to lean solely on experience.   
   >   
   > I can understand your comment regarding good knowledge of employment laws.    
   However, IMHO, H/R is not well equipped--even when they think they are--to   
   hire based on personality or to evaluate technical skillsets.   
   >   
   > The only exception is if an organization needs a large volume of a certain   
   job type, such as the NYCTA needing a lot of bus drivers and subway motormen.    
   IMHO, those jobs do need certain personality traits, such as the ability to   
   toleate considerable    
   abuse from the public, and stay calm under difficult operation conditions and   
   emergencies.   
   >   
   > But for professional positions, IMHO, H/R is very weak in evaluating   
   candidates.  H/R might verify a degree and past experience, but not technical   
   skills, nor whether someone's personality would fit in with an organization.    
   That is, I can't see H/R    
   hiring such jobs as accountants, chemists, engineers, or software developers.   
   >   
   Why has this happened, though, I wonder? I have seen and heard of   
   incidents with more regularity where such situations are having rather   
   catastrophic effects.   
      
   --- SoupGate-Win32 v1.05   
    * Origin: you cannot sedate... all the things you hate (1:229/2)