[Catrina]

	Originally Posted by teri To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	how about human resource managers who conduct the initial interviews-often they do not have the first clue about what it takes do the job, but you have to get past them to get the real interview.

This is my biggest pet peeve when it comes to interviews!
For some time now, I seriously do not apply to work at places that have Human Resources departments. I like places small enough or specialized enough that the interviews are done by someone who will actually judge if you will mix well with the team and if you're knowledgeable in the area.

Also, who isn't smart enough to trick your typical HR dept? Everyone knows what they will ask, everyone knows what they want to hear. It's really not hard to trick them into thinking you're Jesus.

[colonelburger]

	Originally Posted by eli To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	My complaint about job advertisements is that they all seem to contain the words dynamic, team-player, winning-personality. How about smart or hard-working? Would that suffice?

This!

It's funny in the corporate world. A lot of the people running and contributing for interviews know what kind of person they want, but when you follow the 'internally approved interview process' for that corp most of the time they pervert what you think you want, and you end up looking for the person to drop familiar buzzwords to demonstrate they would fit in. The point of those formats is to make the process as unemotional and unbiased as possible, but it sanitizes it to the point where it can be difficult to get a real feel for how the person would go in the role.

Interviewing can be pretty difficult sometimes (from the other side).

[Fox]

Interviewers who offer free advice.

Many HR reps are power hungry little tyrants. They might not know a thing about the job they are recruiting for but they know you gotta get past them first. It really sucks when you got a manager who likes you but a powerful HR person who doesn't. Maybe they are power hungry or maybe they are just afraid of hiring too many wrong people that it looks bad on them. In neither case some can be real pricks, who looks for reasons not to hire people and they love to give you advice. Usually isn't helpful.

[Thinktress]

	Originally Posted by Zolo To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.
	I find it pointless to fill out my job history when they ask me to upload my resumé.

I find it excruciating to fill out my job history. I'm 45. I got my first job when I was eight. My last three jobs have just been filler and time to recover from having been ill, not what I've spent most of my career doing.

[Traverser]

Originally Posted by Catrina To view links or images in this forum your post count must be 2 or greater. You currently have 0 posts.

This is my biggest pet peeve when it comes to interviews! For some time now, I seriously do not apply to work at places that have Human Resources departments. I like places small enough or specialized enough that the interviews are done by someone who will actually judge if you will mix well with the team and if you're knowledgeable in the area. Also, who isn't smart enough to trick your typical HR dept? Everyone knows what they will ask, everyone knows what they want to hear. It's really not hard to trick them into thinking you're Jesus.

Totally agree with this. HR departments are mostly useless; some do a good job of placing candidates, but the overwhelming majoriy, especially for large companies, act like dumb gate-keepers, especially when it comes to their own department's positions. I've made it personal policy to avoid them like the plague, and am confidant that, over time, they too will be thrown out once profit margins go further down the hole.

Having said that, the best way to waste your time with HR is to apply online. Sites like Taleo, as someone mentioned, are designed to screen out candidates rather than find the best one. As they say, it's who you know that matters more than what you know.

[Selene]

Three complaints:

• Fickle minded candidates who turn down job offers after being short listed.
• Idiotic hiring managers who blatantly violate the employment act.
• The gender discrimination, ageism, racism that are rigidly observed behind closed doors.