A few weeks ago I received a candidature and CV of a lathe operator from a recruitment agency with whom we had NEVER cooperated (probably the MICROingranaggi profile had ended up in its database).
Great news, I thought to myself as I started to read the email accompanying the CV. We had just hired a person for this role, but – considering the effort we had put into finding him, and taking into account the particularly healthy period we are experiencing – I would have been willing to seriously evaluate the recruitment of another lathe operator.
So I opened the CV and, to my surprise, I discovered that the operator that the agency was proposing had just one previous work experience in the turning department of a wood carpentry firm.
So, I know it isn’t necessary to emphasize certain things right now, but I will just the same: there is a marked difference between a lathe operator working in the wood carpentry sector and a specialized lathe operator with experience in the mechanical sector. It’s rather like comparing a doctor to a lawyer.
In short, if finding specialized technical operators is an almost impossible feat,
it is also difficult to find skilled and competent Human Resources (the so-called HR).
People, in other words, maybe even with a certain level of education in the field of human resources, but have the skills when they actually find a job.
The recruitment agency in question, that is to say the one that sent us the candidacy spontaneously, did not have all the details related to the specific professional position we needed to fill, but this, in my mind, does not justify the fact that it proposed a wood professionist instead of a mechanical professionist.
And this doesn’t reflect on the person – perhaps a young man or woman at the start of their career – who specifically decided to send us that curriculum. However, I do think that the person who put him or her in that position did so without providing any form of training, because it is unacceptable that an individual specialized in HR recruitment does not know the difference between using a lathe on the legs of a table and using it on pieces of steel.
So, I will never tire in saying that training is fundamental, regardless of the reference sector. Along with providing refresher courses to personnel.
I could make dozens of similar examples. Some people tell me that – given my “venerable working age” – I end up taking too many things for granted, but I’m not so convinced.
I’d like to know if any of you have ever been in similar situations and what opinions you have on the HR you work with
(regardless of the reference sector or department).
Because in the end, what really worries me in general terms is not the fact that I received the wrong CV for the job, in cases like these all you can do is laugh or, at the most, waste a few dozen minutes interviewing a person who then cannot be hired. What is worrying is the psychological aspect of those who go for a job interview – perhaps a temporarily unemployed professional who is in a particular emotional condition – and find themselves facing unskilled HR staff. So, in my mind, the idea of putting such an important aspect of one’s life in the hands of such unskilled resources is far from reassuring…
