Who Is a Low Risk Hire?
November 21, 2018
Last week, a person who did some contract work for me a year ago asked me if I would provide a reference. I agreed. I assumed that a caring, thoughtful human resources professional would speak with me on the telephone. Wrong. I received a text message asking me if I would complete questions. Get this. Each text message would contain a question about the person who sought a reference. After I hit, send, I would receive another text message.
Wrong.
I was then sent a link to an online form that assured me my information was confidential. “Https” was not part of this outfit’s game plan. I worked through a form, providing scores from one to seven about the person. The fact that I hired this person to perform a specific job for me was evidence that the individual could be trusted. I am not making chopped liver or cranking out greeting cards. We produce training information for law enforcement and intelligence professionals.
I worked through the questions which struck me as worrying more about appearing to be interested in the individual than actually obtaining concrete information about the person. Here’s an example of what the online test reveals:
Yeah, pretty much useless. I am not sure what “adaptability” means. I tell contractors what I want. The successful contractor does that task and gets paid. A contractor who does not gets cut out of the pool. This means in politically incorrect speak: Gets fired.
I read “Public Attitudes Toward Computer Algorithms” a couple of days after going through this odd ball way to get information about a person working on law enforcement and intelligence related work. The write up makes clear that other people are not keen on the use of opaque methods to figure out if a person can do good work and be trusted.
Well, gentle reader, get used to this.
Human resources want to cover their precious mortgage, make a car payment, or buy a new gizmo at the Amazon online store. The HR professionals are not eager to be responsible for screening individuals and figuring out what questions to ask a person like me. For good reason, I am not sure I would spend more than two minutes on the phone with an actual HR person. For the last 30 years, I have worked as an independent consultant. My only interactions with HR are limited to my suggesting that the individual stay away from me. Fill out forms or something. Just leave me alone, or you will be talking to individuals whom I pay to make you go away. I have a Mensa paralegal who can tie almost anyone in knots.
Several observations:
- Algorithms for hiring are a big, big thing. Why? Tail covering and document trails that say, “See, I did everything I could required by applicable regulations.” Forget judgment.
- The online angle is cheaper than having an actual old fashioned HR department. Outsource benefit reduction. Outsource candidate screening. Heck, outsource the outsourcing.
- No one wants to be responsible— for anything. Look at the high school science club management methods at Facebook. The founder is at war. Former employees explain that no one gave direction. Yada yada.
- The use of algorithms presumably leads to efficiencies; that is, lower costs, better, faster, cheaper, MBA and bean counter fits of joy.
Just as Apple’s Tim Cook sees nothing objectionable about taking Google’s money as Apple talks up its privacy / security commitment, algorithms make everything — including HR — much better.
Net net: I am glad I am old and officially cranking along at 75, not a hapless 22 year old trying to get a job and do a good job at a zippy de doo dah company.
Stephen E Arnold, November 21, 2018
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