> Most of the time, the resume goes first to the HR guy, who really is so
> dumb.  That is kind of one of the problems.  It is pretty rare that the
> first guy is going to be an Olin.  More likely, it will first go to som=
e
> HR guy who has no clue what the job is about and can only respond to th=
e
> buzzwords he has been fed.
>=20
> If the resume escapes the HR guy's shredder, then it will most likely W=
ILL
> go to someone who has a clue.  So you need to provide enough of the
> appropriate buzzwords to get to get past the HR guy, but not so much as=
 to
> turn off the technical guy (who very likely has as much patience for bu=
ll
> as Olin, if not less).
>=20
> --McD

This may mork to your advantage. Do you really want to work for a company=
 that=20
has HR people that really don't understand what to look for, how to find =
the=20
gem... I mean, were would that leave the company in a few years, only hir=
ing=20
people that know the right buzzwords instead of people with real knowledg=
e and=20
experience.

Just a thought anyway.

But is it really that bad? With all the work and costs involved in hiring=
 new=20
emplyees, wouldn't it make sense to have someone that knows what to look =
for=20
handle this all the way? Even for a big company.

/Ruben


 =3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=
=3D=3D=3D=3D=3D=3D
Ruben J=F6nsson
AB Liros Electronic
Box 9124, 200 39 Malm=F6, Sweden
TEL INT +46 40142078
FAX INT +46 40947388
ruben@pp.sbbs.se
=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=3D=
=3D=3D=3D=3D=3D

--=20
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