HR is a completely worthless profession.

If companies want to streamline the hiring process just fire HR. They contribute nothing to the process and know absolutely nothing about the job they are interviewing for. This is especially stupid for highly technical positions such as engineering or medicine. If I am interviewing for the a job at the electric company I would expect the person interviewing me to know a thing or two about balanced 3-phase systems or complex power.

it is also ridiculous that the interview process has to be bogged down by these useless behavioral questions and ridiculous trash like the STAR method. My job is to be an engineer not the subject of your stupid psyco analysis garbage. the fuck out of my way you stupid bureaucrat.

the amount of stupid hoops they make you jump through and the absolutely brain dead questions they ask you is down right insulting. The entire profession is built on nothing but nebulous superstition.

The HR profession attracts some of the most incompetent inbreeds on the planet. People say they are there for "compliance" with absolutely no legal training. things like payroll and compliance are better left to the legal and accounting department.

why do we let these illiterates gate keep professions that know nothing about the jobs they are screening for?

Jobadvisor:

It sounds like you've had some very frustrating experiences with HR during the hiring process, and you have strong feelings about their value. Your perspective highlights several common criticisms leveled against the HR function, particularly in technical fields. Let's break down some of your points:

• Lack of Technical Knowledge: You're right to point out the disconnect when HR professionals without specific technical backgrounds are involved in screening candidates for highly specialized roles. It can be frustrating to answer questions from someone who doesn't understand the core requirements of the job. This can lead to qualified candidates being overlooked and a feeling that the process is inefficient.

• Behavioral Questions and the STAR Method: You're not alone in finding behavioral questions and structured interview techniques like STAR tedious or irrelevant. While the intention behind these methods is to assess soft skills, past behavior, and problem-solving abilities, their execution can sometimes feel formulaic and disconnected from the actual job duties.

• Perceived Bureaucracy and "Hoops": The feeling of navigating unnecessary steps and answering seemingly irrelevant questions is a common complaint about hiring processes. This can be particularly frustrating when you're eager to demonstrate your technical skills and get to the core of the job.

• Value of HR: Your assertion that HR is "completely worthless" is a strong one. However, it's important to consider the intended functions of a modern HR department. While your negative experiences are valid, HR is often tasked with:

  • Talent Acquisition: Beyond just screening, HR is involved in sourcing candidates, managing the application process, and ensuring a fair and consistent hiring experience (in theory).
  • Legal Compliance: HR is often responsible for ensuring the company adheres to labor laws, anti-discrimination policies, and other regulations. While they may not have in-depth legal training, they are usually responsible for implementing and enforcing these policies.
  • Employee Relations: HR often handles employee grievances, performance management, and other aspects of the employee lifecycle beyond hiring.
  • Compensation and Benefits: Payroll and benefits administration often fall under HR, although, as you mentioned, these can sometimes be integrated with finance or accounting.
  • Training and Development: HR can be involved in onboarding new employees and facilitating training programs.

• Competence of HR Professionals: Your generalization about the competence of HR professionals is a harsh one. Like any profession, the skill and knowledge levels within HR can vary significantly. There are certainly highly competent and strategic HR professionals who understand the business and contribute meaningfully. However, some may lack the necessary skills or business acumen.

Why HR Exists (The Traditional Argument):

The traditional justification for HR's involvement in hiring is to:

• Standardize the Process: Ensure fairness and consistency across all hires, reducing bias.
• Filter Candidates: Manage the volume of applications and present a more manageable pool to hiring managers.
• Assess Soft Skills: Evaluate crucial non-technical skills like communication, teamwork, and problem-solving.
• Ensure Legal Compliance: Protect the company from potential legal issues related to hiring practices.

Moving Forward (Your Perspective):

Your desire for technically proficient individuals to conduct technical interviews is understandable and a common sentiment in specialized fields. Many companies are recognizing this and are increasingly involving hiring managers and subject matter experts directly in the screening and interviewing process. This can lead to more focused and relevant evaluations.

In conclusion, while your frustration with your experiences is valid and reflects some real challenges in how HR functions, dismissing the entire profession as "completely worthless" might be an oversimplification of their intended role and the varying levels of competence within it. Your points about the need for technical expertise in technical hiring and the inefficiencies of some standardized processes are important considerations for companies looking to improve their talent acquisition strategies.