Joel Garry wrote:
> miotromailcarlos_at_netscape.net (Carlos) wrote in message news:<1de5ebe7.0410250133.2f613012_at_posting.google.com>...
>
>>This thread shows exactly what kind of person is D. A. Morgan and what
>>kind of person is Howard J. Rogers.
>>
>>I wish It was the second who has to read my resume if the
>>circumstances (unlikely though) make our roads cross.
>>
>>Regards.
>>
>>Carlos.
>
>
> Did you miss the part where he said you would be rejected on account
> of your English skills?
>
> Both of their methodologies are used by people who are not anywhere
> near as qualified as they are. Make that misused. As far as I can
> tell, neither would hire me. Howard would not hire many of the best
> DBA's I've seen - shyness, stuttering, even just generally being a
> reserved person who takes while to open up, all would be rejected.
> Daniel seems focused on the US style contracting world - you either
> hit the ground running or forget it. This is a bigger flaw in US
> business than I'll rant about here. I cracked up when Daniel
> mentioned about the RAC ad - I had just seen one that repeated several
> times MUST HAVE RAC experience! Those types of ads seem to be
> increasing in proportion, I just took it as evidence of bad, um,
> headhuntership going around and coming around. Watching the ads, now
> I laugh because they would reject Howard and Daniel!
>
> I'm not saying either Daniel or Howard are bad at this - they've
> probably both gotten positive feedback, and done well for their
> customers/companies. What I'm saying is the whole process tends to be
> complete BS. With all the advice out there, some of which is just
> plain diametrically opposite, what other conclusion could one come to?
> I've been on both sides of the table, I've seen what goes on, and
> yes, I'm cynical. Let all the pretty boys [mf]ake their pretty
> resumes and wear their pretty suits and talk a good game, I don't
> care. So no one will hire me, but instead pay me more to not hire me,
> and still be happy with my work over a long period of time. How
> stupid is that? (That isn't really true, I've turned down offers
> because it seemed ridiculous to cut my income a third to do the same
> work. But I would have accepted were they not long commutes.) But
> the ones that really tick me off are the HR droids who pretend to be
> able to know if someone will fit into a group, based on an interview
> and maybe handwriting analysis. THAT is just crap. From what I've
> seen, it often isn't predictable whether someone will fit or not. And
> even within the same organization, there often are quite different
> opinions on a particular individual's work.
>
> jg
> --
> @home.com is bogus.
> Companies that carve solid wood computer cases wouldn't be in business
> without a commodity computer industry.
I think you are missing the point that Howard speaks from his experience
doing business in Australia. And perhaps not for the entire country but
rather the part where he resides and does business: I don't know.
I speak only from the standpoint of business conducted in a few states
in the United States.
If you read more into it than that you are engaging in a flight of fantasy.
The reason I insist on skills is that I am almost always consulting for
very large companies that have a pool of talent. They want people with
at the skills of their current employees. And if they get lucky and can
high-grade the stable with a thoroughbred ... all the better. They are
not looking to hire a trainee ... and why should they if they are
willing to step up to the plate with the right salaries for the right
talent?
--
Daniel A. Morgan
University of Washington
damorgan_at_x.washington.edu
(replace 'x' with 'u' to respond)
Received on Wed Oct 27 2004 - 22:05:30 CDT
