Human Resources

Interviews, or How to Fuck Up Hiring

There’s a nice article here on interviewing, it’s short and sweet, but pretty much sums up my views on the matter entirely. The TLDR of it is, you’re wasting your time with interviews unless they are structured, consistent across all candidates, and aimed specifically at assessing skills you know are required for the job. If you do all of that, then you’ve slightly decreased the chance you’re going to fuck up, but only slightly. Which means you’re probably better off not interviewing people at all, and just testing for intelligence and skills.

Oh yeah, and there’s no point in doing references either. I’ve yet to see a single study which pegs their reliability at over 20%, which means they’re only predictive of job performance 20% of the time. The other 80% of the time they have either no predictive power, or are telling you the opposite of what’s going to happen. But recruiters and hiring managers and HR departments keep using antiquated bullshit ineffective methods for hiring people because… Well because they usually don’t know any better, don’t want to know any better, and even if they do know better, their boss would fire them for not using those techniques because s/he doesn’t know any better.


Some Comments on a Recent Tom Woods Show

I’ve commented a few times on Tom Woods’ show.  Now, to be straight, I like the guy.  His political ideology more or less matches mine, but we came to it from two totally different starting points.  He retains enough of his neoconservative roots to grate on me occasionally.  Plus, I think he needs to pull his head out of his theory sometimes and address the real world.  In general, you’ll find when libertarians or anarcho capitalists respond to criticisms, they always defend the theoretical free market, when in fact the objections people are raising are to specific events involving specific people and often specific companies or corporations.  For example, when someone objects to Wal Mart’s low salaries or business practices, these types will immediately take this as an attack on capitalism and free markets.  Here’s the thing though: Wal Mart has nothing to do with free markets.

They are a corporation; that status, its privileges and protections, are created and enforced by the government.  They often push healthcare costs, these days usually assumed to be a portion of a person’s compensation, on to… the government, and thus tax payer’s wallets.  They have used eminent domain, used the government, to steal land from people to build their stores.  They have used the public highway system to their advantage, and to my memory according to some articles well beyond what they pay in taxes for said roads, and who knows if they’re paying anything near what they would pay if the roads were private, as I believe they should be.  Which means they are receiving yet another government subsidy.  Many of their products are manufactured and imported from countries with which the US does not have free trade, but highly managed and controlled trade, and their size and monetary influence means they essentially get to buy access to goods and cheap labor from the government, which would be available to them and everyone else without the government, but it’s kind of hard to accept that, given travel costs, all the goods currently made offshore are really better off being made there, the division of labor and comparative advantage not withstanding.  I mean, in a totally free market, would it really pay to burn thousands upon thousands of gallons of bunker oil in transport ships to bring rubber slippers from China to the US?  Maybe, maybe not, the point is the market really isn’t operating in an unhampered fashion, which would be necessary to really know the answer to this question.

So Wal Mart really has jack shit to do with the free market.  It’s possible they may not even exist in their current form if markets were free.  My guess is a lot of business would be smaller and more dispersed in free markets, but that’s all guess work.  In any event, the advent of the mega corporation is a trend facilitated and more often than not subsidized by the government.  And mega corporations are tied to the government intimately, but also in a combative fashion at times, because they too are targets.  The government has to answer to some degree to the populace, so these companies have to act in such a way, and provide information in such a vein to at least convince people they aren’t the glorified slave owners many really are.

So in this most recent podcast I listened to, Tom had a guest on and they seemed genuinely amazed that people feel like they’re working more hours.  The reality is hours worked are a mixed bag in the modern world.  But what really got me was their stats, because it was all the usual bullshit I see quoted where exempt employees are quoted as working 40 hours a week.  I’ve seen this bullshit in memes put out by teachers I know on Facebook, comparing hours worked in the private sector to them to prove how oh so over worked and underpaid they are, and of course their assumption was that at 40 hours private sector workers drop everything they’re doing and head out for the weekend, never to see their job again for 48 straight hours.  This assumption was also voiced by Woods’ guest, Ryan McMaken, when he said, to paraphrase, these days people leave work at 5 PM every day.


The problem with these claims, and most of the stats I’ve seen that ‘support’ them, is that they include exempt employees.  Being exempt just means you get paid on a salaried basis on what is presumed by the government to be an on average 40 hour week, and if memory serves this was a part of COBRA.  Basically it means your job has a hard time assigning a defined time to it, or you’re at a level where it’s expected that longer, harder, and sometimes odd hours might be required.  So your employer, if you’re exempt, doesn’t owe you overtime.  You’re supposed to work as needed.  But, they’re also supposed to throw some flexibility back your way; you’re not supposed to be punching a clock and having your hours tracked by HR Nazis; you’re assumed to also have some weeks where you work below forty hours; etc.  What really happened though, is that employers classified anyone and everyone they possibly could as exempt, and essentially got to ditch a massive amount of overhead for overtime.  Many employers – in fact every one I’ve worked for but one – had employees classified as exempt that were in no way supposed to be, and one employer I worked for a while ago actually got busted for this by the DOL, and ended up shelling out a load of back pay in the form of overtime.

Now to the idiots who, as mentioned above, will rush to the defense of the free market which doesn’t exist: Yes, people should be allowed to contract for employment under whatever terms they find acceptable!  That is not what is happening here.  There are fewer and fewer jobs, employees have less and less power, and these companies are using a government created and enforced legal distinction to not pay people  overtime.  How many people do you know who, if we did have a free market, a  solid honest money, and a surplus of jobs, would jump at the idea of not being paid for their time but to work for an extra 25% to 50% of time with no additional compensation?  Yeah, I’m sure everyone would be totally jumping at that opportunity…  There would be contractors and people who would not work on a timed basis, I’m sure, but for those people like factory workers, whose jobs will always have productivity measured at least in part on a timed basis, if you think they would just jump en masse at the idea of working ridiculously long hours for nothing in return, you’re fucking nuts.

The point is employers have an incentive to classify people as exempt, and this is especially true if their jobs require consistently longer hours, and when this data is reported it necessarily makes it look like hours worked are way lower than they really are.  Most exempt employees I know work 50 to 60 hours a week.  Some more, but even if you pick 50 that’s a 25% increase in hours worked over the claimed 40 for a significant portion of the population.  That’s not chicken change, and something Mr. Woods and his guest should have addressed before trying to portray the modern work-a-day American as some ungrateful prick who should be thankful his kids don’t have to work in a coal mine to feed the families.  Yes, conditions for the average person have improved dramatically, and I credit the market with all of the improvements.  Rather, I credit those aspects of the market that are still free.  But we do not live in a totally free market, but one which is highly regulated by the government, and through monetary debasement and regulation of the market from root to leaf, companies have devalued labor, and I believe to a far greater degree and in a manner that reaches further than Woods, libertarians, and anarcho capitalists who originate from the right tend to realize.  They come in with a heavy supply side/corporatist tinge and they never seem to lose that bias, looking with rose colored glasses on everything corporations do, and running to defend some idealistic theory when people levy criticisms at what real, extant people and corporations have done, which is never in a vacuum but in the government managed market we live in.  Hence, why they believe it when Government Mafia backed Corporation A, B, or C, tells them their workforce doesn’t work so many hours, no, not at all…  Oh!, those exempt people?  Well, maybe they sometimes work more than 40 hours, but trust us, it’s not often…  Once more,


The government has massively retarded the advance of working conditions in this country, and governments have done so across the world in general, and just because people aren’t living at pre industrial revolution levels of a poverty anymore does not mean they haven’t been significantly stolen from, or made to bear an enormous opportunity cost by government interventions made in favor of hard lobbying, campaign supporting corporations.

Here’s a link to the page for the show I recently commented on.  Like I said, I like Woods and his show, and especially his Contra Krugman show.  But he often does shows where he veers off into theory over reality, or where he seems to buy into bad information or some idealized way he thinks things work in the corporate world without seeming to have any grasp on the reality of the situation.  He’s an academic who worked hard and, with a little luck, carved out a nice niche for himself and so perhaps he hasn’t had his soul crushed to a significant degree by corporate America to truly grasp how fucked a lot of companies are, he really should try maintaining on a day job.  And he’s commented on this in the past with the implication that people should just break into the twenty-first century, and start a blog or something, which to me indicates he’s spending too much time around sales people and get rich quick types.  The majority of the people on this planet can’t start a blog and live off of it, or sell agorist chocolates to people in Detroit while getting their food from urban farming.  The majority of people on this planet need, and will have, a regular job for a long time to come.  A 9 to 5 job, which is really 7 to 7 for many of them while earning them no extra money for those extra hours, and that’s a problem.  And then when they listen to Woods and McMaken josh around with each other about how many hours people are working, vs how many hours each listener knows he’s working, he’s going to know right away, or assume, that these guys are largely full of shit.  That’s not good if you want the message of markets and freedom to spread.

H1 B Article

This article is worth a read here.  The author is right, and wrong.  I’d say, in a free economy, come who may and work or not.  The problem is we don’t live in a free economy, we live in a highly managed one.  Managed mostly to the benefit of employers, who then turn around and demand workers at wages even lower than they’ve managed to push them already.  If you’re running a company and the only way you can get someone to take a job is via a form of indentured servitude, and to catch them fleeing from having to live next to a leper colony, you’re doing something horrifically wrong.

And even though I’m a libertarian bordering on anarcho-capitalist, held back only by the fact that I think it’s a nice ideal but will never happen, I have to say if you don’t understand why H1Bs piss people off, you’re just burying your head in the sand.  As if these crony capitalist corporate leeches don’t get enough handouts, bailouts, subsidies, and favors, then they get to bitch about nonexistent talent shortages and import borderline slaves to work for, well, slave wages?  It won’t be long before this kind of behavior among the corporate elite gets them a crowd with torches and pitchforks at their door.

Another of Ted’s LinkedIn Posts

Another good post by this guy here, I have some comments to offer, with quotes extracted I will comment on, but the gist of the post is that productivity has gone up quite a bit from the 1950s, but we’re still working minimum 40 hour weeks.

“So: what does all this mean?”

What does working the same 40 hours – and to be honest usually consistently way more – per week, and being dramatically more productive while getting roughly the same pay in real terms, mean? It means you’re getting screwed big time, because while your productive output has skyrocketed relative to the 50’s worker, your pay is roughly the same in real terms; buying power, or the standard of living you can afford.

“Why are we still so concerned with a 40-hour+ work week?”

Because it sets an arbitrary standard allowing for control over people corporations otherwise wouldn’t get, basically a holdover from the industrial revolution. Managing to performance and outputs would make more sense, but it’s way easier to make sure someone puts in their 40 hours – again, usually way more these days too – per week than it is to make sure they actually do their job well. Plus employers always think a productivity gain means more for them over a given time period. It never, or rarely occurs to them, that people have limits or that labor carries dis-utility, and as such their employees might prefer and expect a little more time for themselves as non monetary compensation, especially considering as their increase in output is almost never matched with an increase in compensation.

Basically when you look at stats and analysis like these, it paints a picture of a labor force that is increasingly robbed of the value of its output, which is usually redistributed to the famed 1%.  Of course, a decent economist will tell you a relative difference in wealth isn’t indicative of a problem in itself; why complain X has five yachts and you only have 1?  However, I think such people are too dismissive of the fact that these wealth differences matter to people.  When you see your boss pull up in a new BMW on the day of lay-offs, it makes an impression.  Plus, I feel people know inherently when they’re being screwed, or when the value they’re receiving is not necessarily in line with what they’re giving in return.

It’s my contention that via monetary, fiscal, trade, and other policies and protective legislation businesses have protected themselves from competition and produced what amounts to a permanent jobs shortage, forcing a devaluation of labor and what amounts to real wages that aren’t rising commensurate with the labor force’s increase in productivity over the years.  As labor gets more productive, it should become more valuable in real terms.  That is, nominal salaries may go up or down, but the buying power/standard of living received in return for work should have a secular trend upward along with productivity.  As that value received has, by most measures I’ve seen, stagnated or fallen, that’s a serious indication that something is massively fucked up with the system.  To the extent you can trust econometrics, George Carlin was right.  It’s called the American Dream because you have to be asleep to believe it.  In the waking world, people are working more and more for increasingly lower returns, and sacrificing their health and families and friendships on the altar of 60+ hour work weeks.

Get a Degree?

An interesting post on LinkedIn asked a question: why is there no recruiting degree?  The reason is frighteningly simple: there’s no degree to be offered in bullshit this blatant.  Let’s go through the writer’s suggestions for courses to see why:


A good course to take, but the problem is you will learn about all aspects of business, not just Sales!, which will put most recruiters out of business.

Computer Science, Economics, Finance/Accounting

Excellent choices from my perspective, anathema for most recruiters and recruiting managers. If there’s one thing they don’t want recruiters to have, it’s critical thinking capabilities, which all these courses teach or instill via activity.

Marketing, Psychology, Sociology

Perhaps useful, but again the problem is people will learn things that will expose significant portions of recruiting as complete and utter horseshit.

Public Speaking

I agree with this one, good call.  But the weak links can be seen more clearly in the suggestions for additional courses.  Particularly these two:

Employment Law, and Talent Acquisition Data, Metrics, and Analytic

Most employers except the really large ones couldn’t care less about employment laws.  They refuse to understand the basic distinction between exempt and non exempt employees, there are endless numbers of companies out there that have everyone classified as exempt just to avoid paying overtime.  As for Talent Acquisition Data, Metrics, and Analytics, that might be useful in a corporate setting, but right now recruiting is dominated by agencies, all staffed by people who are outright hostile to data, metrics, and analytics.  They are intent on keeping recruiting a Sales! function regardless of the reality that there is much more to it than sales, because Sales! is where the bullshit lives, and as long as you can make a living bullshitting, why work?

Recruiting is sales in as much as anything involved with needs fulfillment is sales, however it is more akin to a supply chain job than anything else.  It’s certainly those analogies, and the practices of that field, that can be applied to recruiting to help people understand why it’s so fucked up.

Good LinkedIn Post

Definitely worth reading this, I’ll comment on it later, but I wanted to get it up here when I saw it.

Update: Ted makes some good points, but I think he misses the underlying problem: Sales!  The problem with sales, and specifically sales people, is they are detached from reality.  Sales people are notoriously disorganized, and they are ridiculously positive.  They are positive in the face of the most horrifying adversity.  Now, in sales that’s a good thing.  The problem is in any non-pure sales position, and especially one that requires management of any kind, it’s a recipe for utter failure.

Being positive all the time means a psychotic disregard for opportunity cost.  Sales people will pursue every method to make a sale, and the one time out of a hundred it works, they’ll say, “See, see, I told you it works!”  And they will ignore the costs of the 99 times it failed, even if the cumulative cost of those failures is  greater than the profit for the one success.  And if you have an industry controlled by sales people, like recruiting, it will be ridiculously slow to change, its participants will be psychotically averse to admitting error, they will all be psychotically averse to criticism and evidence based approaches that question the validity of their methods, and none of them will see a problem until it is so huge that it’s ready to destroy them.

That’s basically the state of recruiting today.  It’s dominated by agencies, those agencies are in the main run by Sales! types who will bend over backwards to fellate  the Almighty Client, however ridiculous and moronic their demands are.  When objective reality intrudes into the situation, they get confused at best, petulant and obnoxious at worst.  For example, if the prevailing wage for an Account Receivable person with 5 years of experience and a degree is X, and the Almighty Client wants one at 50% of X without compromising any on the person – same requirements for education, experience, etc. – it’s not a moronic white elephant hunt.  Nope, it’s a ‘challenge.’  The client is ‘challenging,’ not a fucking idiot.

Right now, the hiring process is essentially controlled by people who think it’s a pure sales process, when in fact it’s more of a supply chain process.  The Sales! types always want to concentrate on intangibles; culture, chemistry, job satisfaction, etc., etc., etc.  They never want to concentrate on objective reality: skill set and measurable ability within it, company structure, reporting relationships, time frames for delivery, etc., etc., etc.  Nor do they ever, ever, under any circumstances, want to talk about price, otherwise known as wages.  Because the Almighty Client doesn’t want to pay them, and therefore you’re not getting any.

We need to get the Sales! types out of control of the recruiting industry or it will die a spectacular death from them pushing it too far, pushing salaries too low, indulging the ridiculous requests of Almighty Clients who want people at rock bottom wages for 80 hour weeks, no benefits, no time off, etc., etc., etc.  People will get fed up with the bullshit and eventually hiring will come under the thumb of some bureau of the government who regulates every aspect of it, and quite frankly if this profession can’t kick these assholes out and get its collective shit together, we deserve no less a fate.

A Article I Commented On

There’s an article here at that I decided to comment on.  Here’s the comment:

“‘It’s weird that we haven’t built any tools for team leaders at all,’ Buckingham says. ‘We have none – not even a few good ones. We have zero.'”

Team leaders themselves are employees, and at the root of this disengagement problem is the fact that companies do not actually value their employees. That’s why they don’t have the tools they need. Companies say they value their employees, they give lip service to doing so, but this value is not reflected in their actual actions; pay offered, benefits offered, work-life balance, having skilled managers, and opportunities for development and advancement. You have to actually have all those things to get people engaged, not just mention them in a speech every now an then but never deliver. Rhetoric is not enough, we are in the information age where reality trumps Sales! oriented rhetoric of promises with no follow through, and people can increasingly see through the BS on a shorter and shorter time scale. It takes them far less time these days to realize their CEO is full of crap.

As long as companies fail to deliver on the things that will create engagement, they can measure it all they want and it won’t get better. As mentioned in the article, you can’t make a pig fatter by weighing it more often. So, the message to companies who want to increase engagement should be, pull your heads out of your posteriors and start taking actions that will increase engagement instead of endlessly fussing about it, but not doing anything about it. Most will do nothing, because increasing engagement will mean addressing and valuing employees’ concerns which may not seem immediately tied to bottom line improvements, because few if any companies tally the cost of disengagement and factor that into their financial judgements. But, it’s an easy start.

Step one, examine your salary structure and make sure people are making market wages, perhaps pay more if you think you need to compensate for things you can’t deliver, perhaps a bit less because of other perks you do offer, but there can’t be a massive disparity between your pay and the market mean, or you’re screwed.

Step two, examine your benefits and again, make sure they are on part with the market. This is an area where you can make a big dent because while time off is not very costly to offer, it makes a huge difference in people’s lives. Examine your health plans, time off plans, and work hours, and make sure they are all reasonable from an employee’s perspective. Try adhering to it yourself, and if you can’t do so without availing yourself of the perks of ‘flexibility’ offered to higher-ups, how the hell do you expect them to live on it? If people are working significantly more than 40 hours a week on a consistent basis, find out why and put a stop to it, or they will burn out and turnover, plain and simple. If your vacation plan is the standard plan of Go To Hell, Get Back To Work, revise it. Talk to a few brokers and see if you can get better health coverage if that’s a factor as well, it’s not hard.

Step three, start looking at your existing employees as resources and start considering advancement and succession planning. The institutional knowledge they have is often priceless, so capitalize on it and actually try to retain them proactively instead of waiting for their resignations and then wondering what happened. This can dramatically cut recruitment costs by shifting the need to back filling more basic positions. Always exhaust the internal pool of all possibilities before hiring outside.

These are not hard, and if done would correct most companies’ engagement problems. In many cases they’re not even costly, and yet companies still refuse to do them. That is an indicator of how much they actually care about engagement. In simpler terms, they don’t care, or it would be dealt with already.

New Year, Usual Shit

This past Friday I had a request from one of our clients for interview availability for two candidates.  Dutifully, I got availability from both for Monday and Tuesday, and of course never heard back from the client.  We all left for the weekend, I sent emails to both candidates saying that since we didn’t hear back to consider Monday off, and we’d aim to schedule something for Tuesday when Monday came around.  And of course the client emails my account manager at 10:30 PM on Friday wanting to set up interviews for early Monday.

To be frank, it’s this level of incompetence that is destroying the US landscape.  The assumption that people don’t have lives and are on call 24/7 has got to fucking stop.  Back in the sixties and seventies if you couldn’t get your job done in 40 hours, or for some reason insisted on working 70 hour weeks, people wondered what the fuck was wrong with you.  You were considered either inefficient, because it shouldn’t take 70 hours to do the job, or you were considered weird as fuck for not having enough of a life such that you could work 70 hours a damn week.  In Germany this is still the norm.  However, here in the US, ever since the silicon valley boom where the 40 hour work week was supplanted by the 70 hour work week thanks to a bunch of borderline Asperger’s types having nothing else they wanted to do but fuck around with circuit boards, that’s now considered ‘the norm’ in the US.

And, of course, this will reopen my employer’s repeated ‘requests’ I put work email on my private phone.  Because, of course, they want you to be available twenty four hours a day, seven days a week, but won’t provide you the tools or infrastructure to make that possible of course.  Oh no, use your own stuff which you pay for to do that, of course.  And since the ATS system we use is a relic from the 90s with no web access, it wouldn’t even really matter if I had access to email because at most I’d have past emails from the candidates, but no access to alternate contact info, unless of course I doubled up and created my own damn database from scratch in Excel to store information – twice – which is already in the work database but not accessible because it’s an antique piece of shit.

In world were people have no boundaries and more and more people are these lifeless fucks with no families or friends to spend time with, so they insist on making work their life instead of letting work support their life, it’s getting harder and harder to be a normal damn person.

The! War! For! Talent!

Lately I’ve been seeing a lot of posts prognosticating that 2015 is going to be The Year where everything turns around. Employees are in the driver’s seat! Salaries are going up! The economy is in real recovery!

All from the same troop of jackasses who thought real estate prices could never go down, and that pre crash we were in a post scarcity world where wealth would just pile up endlessly for everyone.  Well, I say horse shit.

One, prediction can only be made in broad, qualitative terms.  Quantitative predictions are almost always wrong.  Two, trends are great, until they reverse, and then they’re not trends anymore.  So, here’s my prognostication:

There may be a slight uptick in salaries in 2015.  The Fed against all probability has managed to reflate a bit of a bubble, so people might feel richer for it, at least for a while.  However,  some policies and realities continue regardless of the optimism of a few.  For one, monetary policy here and in almost every other country has gone full retard, and the underlying misallocations of capital thanks to near zero, and in reality negative interest loans when you account for devaluation, will eventually have to be exposed and corrected.  What that means is the crash of 2008 was chump change compared to what’s coming.

The end of the petro dollar seems inevitable, and without that the US loses some clout in the world.  China and Russia will get friendlier, and India will go along with them.  And specifically to China, my guess is that’s where the black swan event will occur that will bring on the next depression.  You’ve got them being the latest blip on the skyscraper index, and they are literally building entire cities for no one in that country.  If ever there was a real Austrian Economics style bubble economy happening, it’s in China, and when that one pops it’s going to take a big chunk of the world with it.

And, to top all that off, monetary and trade policy remains moronic in the US, regulations are piling up, and income inequality is being exacerbated to an extreme, with the levels of expatriation of the rich going through the roof.

In the US we are seeing a blip upwards on what is otherwise a very long path downward, and it won’t be long before capital starts flowing out of the US en masse.  I’m with Peter Schiff, eventually this will resolve itself into a currency crisis, and I’m pretty sure most currency crisis lead to military crisis.

So, overall, my guess is it’s not too much longer before World War III gets going in earnest.

The Black Hole

This would be a message to all ATS manufacturers.  Both recruiters and candidates hate the black hole.  Here’s how you avoid it, and here’s what recruiters need from the ATS system.

One, there’s always an automated response for submitting a resume available, it should be turned on and used so people at least know their application went through.

Two, applying should be as simple as possible.  Name, contact info, and an attached resume should be all that’s needed.  Any ATS system that asks you to retype your resume is, in short, a piece of shit.  Any recruiter or HR person who sets up an ATS system and doesn’t go through the application process themselves to see if it’s acceptable or a pain in the ass really needs to rethink their profession.  ATS makers need to address this issue and push simplicity in the process; consult, don’t just sell.

Three, there should be an automated process update option that shoots out weekly updates to people, at least letting them know if the position is still open or not, and if possible where there resume is in the process.  HR and recruiters can not do this manually, it would take all day.

Four, there needs to be an automated list generator for follow up purposes.  I lose track of as many people as any other recruiter.  It’s not out of malice, it’s because I can only update people so many times by telling them no, the hiring manager still hasn’t responded, before it falls in the priority list.  I do have to pay rent, as does every other recruiter.  Eventually following up on these jobs becomes something I just can’t do because I have real, paying jobs that are current.  But what would help me massively is if the system I’m using had a module specifically reminding me to contact certain people, so I can at least tie those off rather than forgetting once or twice and then realizing it’s been two or three weeks since I talked to them.

Recruiters need help on this issue, and once more it’s not malice.  It’s just that, so much more often than not, the damn hiring managers just disappear, and you can only give that same update X number of times to someone before you have to spend some time on shit that might actually pay off.  And it’s not one person, it’s well over 75% of the people we deal with.  So, if you’re a candidate, understanding this requires you put yourself in the recruiter’s shoes and realize that for 75% or more of the people he’s dealing with the story is the same: the hiring manager just isn’t answering.  Having to deliver that same message, to the same people, day after day, doesn’t pay your bills.  Placing someone with one of those rare hiring managers who gives a shit DOES pay.  So, it’s not malice, we need to eat is all.

However, having that list generator would help.  As I’ve said before, I like to at least give people a final yes or no, even if it’s me making the decision for the hiring manager.  But I’m not above admitting I need some help in this regard.