I think part of the problem I have in dealing with the current generation of head-hunters and corporate recruiters is that they focus on the job description, the check-list. They focus on it two ways: the first is demanding it of the hiring managers, who are often ill equipped to write one. Many jobs are not circumscribed, especially in a field like IT which is dynamic and about continuous learning and adaption to changing circumstances. All to often the most valuable question I’ve been able to ask of a manager in a hiring situation amounts to “what do you need done?”.
Their description of the work – the WORK not the JOB – only makes sense in context, a context that another practitioner understands, but someone in HR would hear as the gobbledygook of technology-talk. How can you base a bullet-list Job Description on that? Trying to translate it into a vernacular that allows the HR-droid to ask appraisal questions of candidates that the HR-droid can make sense of removes it from what the work is about.
Which leads to the second point. Continue reading The Hidden Curriculum of Work