干部不能解决一切问题

我经常听到关于现在许多人力资源专业人士的无能。这通常是说那些负责招聘的人。或者，更准确地说，是那些决定一个候选人是否合适的人。一般来说，他们都是年轻的女性。

抱怨的主要原因是缺乏正确评估专业候选人的技能和傲慢的面试风格。

我想我将证实这些观点，因为我曾多次目睹过类似的情况。其中一次发生在多年前的一次工作面试中，当时我还是一个年轻的专业人士，有着令人印象深刻的经历。之后，我确实得到了这份工作，但不是在主持面试的人力资源经理的帮助下得到的。相反，我是偶然得到的。

After I arrived at the appointed time, I was kept near the door for about one and a half hours on purpose. When my inner peace and endurance gave way to more vigorous negative feelings, I decided to wait. I wondered how this will end. Exactly one hour thirty minutes later supercilious female voice invited me into the office. Human Resources Director closed Solitaire window on her computer and gestured me to a chair. Then she pulled out my three-sheet resume and studied it as if she saw it for the first time. After that, she asked me a few general questions, which had nothing to do with my skills or job requirements: where I studied, where I was born, what was my previous job. The position I was interviewed for required the knowledge of two foreign languages. So I was asked how well I can speak them. I said “well” and the interview was over. She wanted to say goodbye, but I asked if she would like to test my language skills. To which she answered that she was confident in my competence. "Thank you, we'll call you", and thus she ended the meeting.

On my way out I met my future supervisor who was, in fact, the one looking for the expert with the knowledge in two foreign languages. I slowed down a little and saw him looking in the HR department’s door, asking how the interviews were going. "Not one suitable candidate," said the supercilious female voice. At that moment I was standing near the door and handed my resume to the man offering to talk to me. In this company I worked for many years, reached great career heights, bringing great professional and commercial benefits to the company and to myself.

Unfortunately, today the situation is not any different. In my opinion, there are two reasons. First one is the tradition. Despite the fact that "cadres decide everything" the Human Resources department has always been one of the most inefficient ones in any company. Therefore, professionalism of the staff is limited to filling various forms and documents and track working time. It does not require too much skill and knowledge and is not paid well. That’s why HR staff’s motivation is not excellent and, consequently, the same goes for their professionalism and experience. Because of this, they may not have sufficient competence to properly evaluate the candidates. They cannot verify the knowledge of foreign languages, as they themselves do not know any (if they did, they probably would not be working in HR). They cannot assess skills and competence, as they themselves do not possess them. And most importantly, they do not have the proper experience and psychological education, to see the potential of a candidate and to be able to reveal it during the interview, or at least help the candidate to speak freely and easily given the level of stress job interviews are associated with.

The second reason, which partly derives from the first one is the lack of internal maturity, wisdom, and self-sufficiency. This leads to the desire to assert oneself, to feel the power and importance, to bring to life internal unrealized ambitions. This leads to haughty conversations, embarrassing questions, and other actions masquerading as the parts of a "stress interview".

所以你可能会问该怎么办。我只能希望这种情况会改变。它已经开始改变了。人力资源部门正得到应有的重视。

从事人力资源工作的专业人员现在受到更多的赞赏，被视为公司的主要组成部分之一。毕竟，做生意的都是人。在当今大多数领先的公司中，都有在商业和管理方面具有丰富经验的专业人员，他们拥有心理学学位。他们可以从专业的角度看待候选人，能够在面试中揭示他们个性的最佳品质，并看到他们的潜力和未来的机会。如果不幸遇到 "来自过去 "的人力资源经理，这里有一些真正的解决方案。

寻找机会认识你的直接主管。他或她很可能会欣赏你的技能和专业精神。否则，公司很可能一直没有一个好的专业人员，和专家。

而如果你不能突破主管，那么还是要努力通过第一阶段--面试。不要用你的知识和令人印象深刻的经验来烦扰人力资源经理。尽量显得谦虚。给自己定一个目标，只要让他们喜欢你。那么你就有机会通过第二轮面试。

你也可以尝试 "适应 "你的面试官，并创造一种融洽的关系。试着找到主导动机，很可能是对权威的认可。因此，用几句恭维的话来证明招聘者的重要性是不会错的。但最主要的是不要做得太过分。

在面试中，有能力的人力资源经理应该问一些能显示你专业能力的问题。如果你觉得专家对这个问题不太了解，有两个建议：使用STAR技术（情况、任务、行动、结果），谈谈你在以前工作中的成就，但尽量使用简单易懂的术语。第二个选择是礼貌地要求邀请一位能够评估你能力的员工参加面试。当然，这是一个非常冒险和极端的步骤，但如果你觉得情况无望，你可以尝试这样做。