Numo Quest en Leadership, Directors and Executives, IT - Information Technology IT Chain & Crisis Consultant, Speaker, Seminar Host, Coach, Profiler. • NQ™ & JTT Services & Consultancy 9/3/2018 · 3 min de lectura · +600

IT HR and recruiters in complete denial ....

IT HR and recruiters in complete denial ....  Previous we have written about the 100% predictability of Digital Automation/IT and the immediate assured damages for the organization. In a weekly CIO online magazine, an author extensively wrote an article about how to hire the best and 'talented' IT consultant.  Here we go again. Someone with a commercial intent and eye trying to tell the world 'How to ....'
Digital Automation all about not to spend budget ....
Every commercial driven enterprise immediately will start their himns with either telling you 'How to ....' or start to draw you a horror story to validate and substantiate why you should hire an IT consultant. Well, today the 'hiring scene' isn't any different then fifteen years ago, the mismatch rate still is appalling and yes, HR professionals and recruiters playing hardball to deny it all. Thing here is, there is a simple way to find out why the mismatches are increasing.  As we state, Digital Automation/IT, all it's disciplines, on every level, 100% predictable.
IT incidents and accidents on the rise...
2018 hasn't begun yet and the first major incidents are already published and seen the rate of incidents and the immediate impact, it is guaranteed to top 2017. Many self respecting enterprise and entrepreneur immediate will contradict this fact, sure, the main reason is their commerce, their product, your wallet.  Many HR professional and recruiter immediate jumps in denial for obvious reasons.  The tell tale sign that HR professionals and recruiters are failing, isn't any different than fifteen, or some, years ago.
Three simple universal reasons why things, so often, predictibly go wrong.
1. The hiring process
We have stated before that over 95% of the HR professionals and recruiters have ample, if not, no merits in the fields and discipline they are acting for. All they can do is use the handed (wish) list of the customer, clash in some buzz words in the publication process and ... start to discriminate. If name 'Ali, Mohammed, Mehmet, Aisha then exit. If age is >35 then nehhhhh. If gap in between jobs is > 2 wks then 'NoGood, reject. If date of birth is <01-01-1988 then create rejection email subject: Overqualified! . If CV has not 100% buzz