Friday, July 13, 2012
Sick colleagues
There have been cases when a new joinee is asked for some money because some body in the team referred him/her. I name these people as sick colleagues.
Some dialogues from sick colleagues:
1. I took your interview , i passed you so you got the job. give me half month salary of yours.
2. I referred you give me some money.
3. I short listed you , give me money.
4. I will see that you get placed for this vacancy, just give me one month salary of yours.
What should a best engineer do in such case?
In my opinion he/she should say fuck yourself and report it to HR and other team members so everybody will know the sick colleague's nature.
Responsibility of Interviewer
when a person sits on the seat of Interviewer, he should understand the huge responsibility.
He should not take any commission and should not provide any unethical benefit to any candidate or recruiter or HR.
If interviewer is influenced or having prejudice, dis-honesty there will be two major cases
1. company get wrong and incompetent employee.
2. deserved candidate does not get the job. His/Her life may depend on it. His/Her career could have been reshaped because of the job.
Keywords , Recruiters , Screeners and competencies of ideal recruiter
Recruiter: A person in charge for the job of finding resumes for given KEYWORDS.
Keywords: generated by demand(job posting) , written in resumes, magic item for dumb recruiter.
for example JavaScript, Java, C++, C, embedded, Android, iOS, Cocoa, XCode , XML, cloud, Html , SAP, Linux ...................... these are the keywords.
Team Lead: We need an expert for XYZ. XYZ is a keyword.
Project Manager: defines his JD (role and responsibilities)
HR : creates requirement for above JD and pass to recruiter.
Recruiter : passes to newly recruited staff. Most of them are ladies.
Staff Member: calls candidate , we are looking for a person who is good in XYZ. Believe me He/She even does not know how to pronounce that keyword properly. He/She does not have any Idea about it and just acts as a middle man.
Real Example: We need a person who has experience in ko-ko-kk-aaa (could not even pronounce cocoa), objective c who has 3 experience in iphone development.
(Question was asked in 2009 , apple iphone sdk was released in 2008, how come somebody have 3 years experience other than apple guy. See the quality of JD creator(PM) , HR and Recruiter.)
Screeners: Few losers in huge companies acts as screening guys. There job is mug few thing and mindlessly throw questions on candidate, regardless for what the vacancy is. Most of the time they mug some questions and answers on data structures/oops etc. If you just ask them to do a screening for a recently released technology for which company desperately need good people, they are blank.
So why to waste money in Screeners???
It is because HR people are not at all competent in understanding the technologies. So they take help of Screeners, so that they can be a little bit safe from the team leads complaining about wrong shortlisted profiles.
An Ideal Head of HR for a recruitment team should be the one who has been an engineer for atleast 3-4 years not just an MBA in HR. A good MBA in HR can be a policy maker, environment maker but certainly not a recruitment guy.
Keywords: generated by demand(job posting) , written in resumes, magic item for dumb recruiter.
for example JavaScript, Java, C++, C, embedded, Android, iOS, Cocoa, XCode , XML, cloud, Html , SAP, Linux ...................... these are the keywords.
Team Lead: We need an expert for XYZ. XYZ is a keyword.
Project Manager: defines his JD (role and responsibilities)
HR : creates requirement for above JD and pass to recruiter.
Recruiter : passes to newly recruited staff. Most of them are ladies.
Staff Member: calls candidate , we are looking for a person who is good in XYZ. Believe me He/She even does not know how to pronounce that keyword properly. He/She does not have any Idea about it and just acts as a middle man.
Real Example: We need a person who has experience in ko-ko-kk-aaa (could not even pronounce cocoa), objective c who has 3 experience in iphone development.
(Question was asked in 2009 , apple iphone sdk was released in 2008, how come somebody have 3 years experience other than apple guy. See the quality of JD creator(PM) , HR and Recruiter.)
Screeners: Few losers in huge companies acts as screening guys. There job is mug few thing and mindlessly throw questions on candidate, regardless for what the vacancy is. Most of the time they mug some questions and answers on data structures/oops etc. If you just ask them to do a screening for a recently released technology for which company desperately need good people, they are blank.
So why to waste money in Screeners???
It is because HR people are not at all competent in understanding the technologies. So they take help of Screeners, so that they can be a little bit safe from the team leads complaining about wrong shortlisted profiles.
An Ideal Head of HR for a recruitment team should be the one who has been an engineer for atleast 3-4 years not just an MBA in HR. A good MBA in HR can be a policy maker, environment maker but certainly not a recruitment guy.
Does the Attitude of your HRs is not good ???
Me: Hi Engineer.
Engineer: Hi the best.
Me: Do you think the attitude of your HR is good?
Engineer: Yes.
Me: return(1);
Engineer: No, not at all. She/He does not even answer when we give a call. They dont even answer to our mails. We have to keep many people in CC so that then can at-least reply. Do you know why Mr. best engineer.
Me: Yes I know. My answer is the person who shows such behavior his/her attitude is not bad. He/She does not care about your queries because he/she does not care about the job. Because he/she is a Type_X HR. They are already getting lot of money from out side . why should they care about there job of taking care of engineers.
Engineer: What do you mean by Type_X HR?
Me: Read my first post in this blog.
I have a suggestion to all HR directors and CEOs. Please do not recruit any FAT ASS person as HR. Take a psychological interview about his/her honesty and attitude towards taking care of Engineers. One more thing: make a policy so that they have to go under a humanity training every six months and complete a psychological test to continue their job.
If Type_X HRs are affecting your company, its your fault not theirs.
Engineer: Hi the best.
Me: Do you think the attitude of your HR is good?
Engineer: Yes.
Me: return(1);
Engineer: No, not at all. She/He does not even answer when we give a call. They dont even answer to our mails. We have to keep many people in CC so that then can at-least reply. Do you know why Mr. best engineer.
Me: Yes I know. My answer is the person who shows such behavior his/her attitude is not bad. He/She does not care about your queries because he/she does not care about the job. Because he/she is a Type_X HR. They are already getting lot of money from out side . why should they care about there job of taking care of engineers.
Engineer: What do you mean by Type_X HR?
Me: Read my first post in this blog.
I have a suggestion to all HR directors and CEOs. Please do not recruit any FAT ASS person as HR. Take a psychological interview about his/her honesty and attitude towards taking care of Engineers. One more thing: make a policy so that they have to go under a humanity training every six months and complete a psychological test to continue their job.
If Type_X HRs are affecting your company, its your fault not theirs.
Job of HR ??
I have a question from all CEOs of every IT company.
If your HR department (recruitment) is dependent on third party recruiters , then why do you need HR department at all ?
Please give some work to your HRs (recruitment). You are paying a lot of money which was actually earned by your marketing/sales team and hard working engineers.
If your HR department (recruitment) is dependent on third party recruiters , then why do you need HR department at all ?
Please give some work to your HRs (recruitment). You are paying a lot of money which was actually earned by your marketing/sales team and hard working engineers.
Game of Referals
As I mentioned in my big previous post. HR makes friendship with Idiot Engineer to find out good engineer in various teams of his company. So they make use of referral policy.
As per policy if an employee refers a candidate and candidate gets selected into company the employee get some money.
Let me ask you this. How many people you referred and even after successful placement you got money. Did you hear some think like this:: That profile was already in our database so referral does not apply.
Oh wow... there was a resume... you needed that kind of engineer... but he was not working in the company. After my referral that resume poped up automatically from DB , was that self poping stack ha ha ha ha...
Any way Mr. Engineer first of all you did the wrong. Just to get money never ever break a good team in other company. If your friend is not happy with his current company and looking for some other job , please only than refer him. You are engineer... be an engineer.
OK ... any way where that referral money got consumed. It is consumed by Type_X HR , he says he got resume from his/her cousin recruiter.
oh wow nice discovery by me ..." cousin recruiter " ... believer me recruiters and Type_X HR are siblings in our umbrella tree. oh sorry not tree ... graph . I am forgetting data structures.. bad .. very bad.
As per policy if an employee refers a candidate and candidate gets selected into company the employee get some money.
Let me ask you this. How many people you referred and even after successful placement you got money. Did you hear some think like this:: That profile was already in our database so referral does not apply.
Oh wow... there was a resume... you needed that kind of engineer... but he was not working in the company. After my referral that resume poped up automatically from DB , was that self poping stack ha ha ha ha...
Any way Mr. Engineer first of all you did the wrong. Just to get money never ever break a good team in other company. If your friend is not happy with his current company and looking for some other job , please only than refer him. You are engineer... be an engineer.
OK ... any way where that referral money got consumed. It is consumed by Type_X HR , he says he got resume from his/her cousin recruiter.
oh wow nice discovery by me ..." cousin recruiter " ... believer me recruiters and Type_X HR are siblings in our umbrella tree. oh sorry not tree ... graph . I am forgetting data structures.. bad .. very bad.
Anatomy of overlay network of HR+Recruiters
Friends , In this post I am going to reveal how HR and Recruiters work together to harm companies, engineers and of course country.
It is not true for every HR but for most of them its true.
So lets call the good HR people as Type A HR, and bad HR people as Type X HR.
I will elaborate characteristics of Type X HR in this blog.
There are two major categories of HR :
a. Those who work for mass companies. These companies are basically service provider companies and usually have very very large work force. Because of the size and large engineer pool these companies are deeply infected. Lets call these HRs as Type_X_M . M for mass.
b. Those who work for product based companies. These companies give much more salaries to engineers. Because of higher salaries of engineers, HR in these companies are more DANGEROUS.
Lets call these HRs as Type_X_P. (P for product based companies + startups )
Continue reading to find out how these HR work in collaboration with Recruiters.
okkk friends so here is the sequence
1. Recruitment firms are being formed at an exponential rate. Do you know why? Because there is extreme profit in this. These firms get outsourced recruitment work from startups and product based companies. And who is the client for them. obviously Type_X_P HRs.
2. For every successful recruitment, company pays 1 to 3 salaries of the candidate to the recruitment firms.
3. Startup companies need very good engineers at any cost. So they pay a lot to the recruiters. There only demand is :: give us 2-3-5 extremely good engineers from any where. So indirectly these startups acts as a fuel for the indirect Sin they are about to do. What sin??? Keep on reading and you will know.
4. Bigger product based companies also pay a lot to these recruiters how ever they are not as deperate as startups. So Type_X_P HR recruit more number of people then actually required. Believe me some times Project managers in various teams are also part of creating false requirements.
Why??? because they also get some commission.
What commission ??? Which recruiter gives to Type_X_P HR.
From where recruiter get money ??? are you not reading properly... same money company gives per candidate.
5. okk friends. Now recruiters..
how recruiters get candidates.
A. from job portal sites
B. from Type_X_M HRs
C. from Type_X_P HRs of different companies.
6. So an HR play two roles.
first role: recruiting for his/her own company.
second role: providing offline information about good candidates to recruiters from his/her own companies pool. Do you understand the dual game now?
7. Type_X_M HR (some times Type_X_P HR also) places or makes friendship to some idiot engineer. This Idiot engineers job is to get information about best candidate on a given technology from various teams in current company.
for what??? little fucking favour or incentives or part of commission any thing.
8. This information is passed to the recruiters.
9. Recruiter gives a call to most probable candidate (identified by HR or that Idiot engineer). He says I got your profile from portal or some reference bla bla. Are you looking for change , there is a job with XYZ salary etc.
10. Engineers do not think much. He finds work challenging and good salary. He leaves current company thus creates a vacancy.
11. Leaving good engineer is bad for company and team. But some times good for infected project manager and ofcourse the sick HRs always.
12. It also create a sudden hike of salary for an engineering level. Gradually this sudden hike in salary propagates to the service company because of pressure. They cannot retain good engineers at current salary level.
13. Guys do you now understand what sin Type_X_M HR did for his company :-) .
14. Also do you understand what sin Type_X_P HR did for his company. NO??? ohh man you are dumb. let me explain.
product based companies open subsidiary to reduce the cost. If there is sudden hike in pay there cost increases and they are no longer in profit for which they opened the subsidiary. Sooooooo......
you know what happens :-)
15. any way I have not completed my thesis yet :-). Here is the result :- Recruiter got easy money , HR got double money. Candidate got unstable but high salary job. Service company got 12-14% attrition rate. Product Company got more cost.
16. Network: These recruiters and HRs are so well connected all over the IT that it covers every city, every branch of every company. There data flows and bond is in terms of resumes and referrals which is gradually eating the very foundation of IT Industry.
I hate Type_X_M Type_X_P HRs... please you also hate those people.
Thank you
Your good analyzer :-)
It is not true for every HR but for most of them its true.
So lets call the good HR people as Type A HR, and bad HR people as Type X HR.
I will elaborate characteristics of Type X HR in this blog.
There are two major categories of HR :
a. Those who work for mass companies. These companies are basically service provider companies and usually have very very large work force. Because of the size and large engineer pool these companies are deeply infected. Lets call these HRs as Type_X_M . M for mass.
b. Those who work for product based companies. These companies give much more salaries to engineers. Because of higher salaries of engineers, HR in these companies are more DANGEROUS.
Lets call these HRs as Type_X_P. (P for product based companies + startups )
Continue reading to find out how these HR work in collaboration with Recruiters.
okkk friends so here is the sequence
1. Recruitment firms are being formed at an exponential rate. Do you know why? Because there is extreme profit in this. These firms get outsourced recruitment work from startups and product based companies. And who is the client for them. obviously Type_X_P HRs.
2. For every successful recruitment, company pays 1 to 3 salaries of the candidate to the recruitment firms.
3. Startup companies need very good engineers at any cost. So they pay a lot to the recruiters. There only demand is :: give us 2-3-5 extremely good engineers from any where. So indirectly these startups acts as a fuel for the indirect Sin they are about to do. What sin??? Keep on reading and you will know.
4. Bigger product based companies also pay a lot to these recruiters how ever they are not as deperate as startups. So Type_X_P HR recruit more number of people then actually required. Believe me some times Project managers in various teams are also part of creating false requirements.
Why??? because they also get some commission.
What commission ??? Which recruiter gives to Type_X_P HR.
From where recruiter get money ??? are you not reading properly... same money company gives per candidate.
5. okk friends. Now recruiters..
how recruiters get candidates.
A. from job portal sites
B. from Type_X_M HRs
C. from Type_X_P HRs of different companies.
6. So an HR play two roles.
first role: recruiting for his/her own company.
second role: providing offline information about good candidates to recruiters from his/her own companies pool. Do you understand the dual game now?
7. Type_X_M HR (some times Type_X_P HR also) places or makes friendship to some idiot engineer. This Idiot engineers job is to get information about best candidate on a given technology from various teams in current company.
for what??? little fucking favour or incentives or part of commission any thing.
8. This information is passed to the recruiters.
9. Recruiter gives a call to most probable candidate (identified by HR or that Idiot engineer). He says I got your profile from portal or some reference bla bla. Are you looking for change , there is a job with XYZ salary etc.
10. Engineers do not think much. He finds work challenging and good salary. He leaves current company thus creates a vacancy.
11. Leaving good engineer is bad for company and team. But some times good for infected project manager and ofcourse the sick HRs always.
12. It also create a sudden hike of salary for an engineering level. Gradually this sudden hike in salary propagates to the service company because of pressure. They cannot retain good engineers at current salary level.
13. Guys do you now understand what sin Type_X_M HR did for his company :-) .
14. Also do you understand what sin Type_X_P HR did for his company. NO??? ohh man you are dumb. let me explain.
product based companies open subsidiary to reduce the cost. If there is sudden hike in pay there cost increases and they are no longer in profit for which they opened the subsidiary. Sooooooo......
you know what happens :-)
15. any way I have not completed my thesis yet :-). Here is the result :- Recruiter got easy money , HR got double money. Candidate got unstable but high salary job. Service company got 12-14% attrition rate. Product Company got more cost.
16. Network: These recruiters and HRs are so well connected all over the IT that it covers every city, every branch of every company. There data flows and bond is in terms of resumes and referrals which is gradually eating the very foundation of IT Industry.
I hate Type_X_M Type_X_P HRs... please you also hate those people.
Thank you
Your good analyzer :-)
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