by Jeffry R Fisher

Created on: August 31, 2010

"Human resources" staff don't know tech. Like robots, they brainlessly try to match picayune tool names to buzzwords in resumes, little aware that real skills are more generalized and abstract. Since the technology is beyond their understanding, they can't even detect real talent, much less measure it.

For example: A job description might require 5 years experience with the latest version x.y of object-oriented language-Z. Aside from the fact that version x.y may be less than a year old, it's just a tool that may be picked up in a week by someone with the general skill of object-oriented design.

It's analogous to switching from English-unit wrenches to metric. Would you reject a disciplined, responsible, experienced mechanic because his prior years of work used wrenches measured in inches rather than millimeters? Well, a new programming language in an established paradigm (like object-oriented programming) is almost like that. The names of predefined functions may change, but most of the same functions are there and used for the same purposes.

However, HR drones don't know this and may be perturbed if an old hand like me even suggests it to them (threatening to invalidate everything they've ever done on the job since they were first hired). Therefore, the drones only pass resumes claiming five years experience in a year-old tool.

These are usually from the youngest programmers who've used language-Z version x.y but lied about their years of experience. Consequently, unless software managers hire the inexperienced, companies are left with positions unfilled. Thus bereft of needed talent, more American companies stumble toward failure while whining about "how hard it is to find qualified programmers".

First, America's job recruiters need a new paradigm: Distinguish tools from skills. Search for and hire skills and discipline that take years to develop. What good is familiarity with the latest version of one language compared to multiple experiences in all phases of software life-cycle? The new tool can be incorporated into existing experience by reading a book, but the reverse is not true.

Second, HR department managers need tech-savvy people involved in every aspect of finding, filtering and recruiting tech talent. It's still helpful to have people-skills people in recruitment, but evaluating tech talent requires some technical knowledge and hands-on experience. Too many companies have zero tech experience at HR's front door, and it is costing them dearly as priceless skill is turned away in favor of easily measured but mostly meaningless tool names.

The sad truth is that American businesses drown in a sea of qualified high-tech talent that America's HR departments are unqualified to hire.

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