Lately while having a discussion with a group of professionals, they all shared with me that nowadays, the IT industries are plague with a lot of fakes, meaning People who claimed to be what they are when they really isn’t.

1. There was a project manager, who spends all his time writing long emails to force the Database administrator to help resolve deadlock issues , without checking with his own programmer, whether the program may have created the deadlock. When being DBA tried to advise the team, he puts out the “I am 30 Years in IT industry and I am a Project Manager” look and disregarded the entire project issue.

2. A Master Degree Owner who just took on the IT Manager role of a Small and Miserable Enterprise.. on his first meeting with team boast in such a manner “As You Know, I am a master student, I will speak in Technical Jargon that you can never understand. But I am a open man, so please ask me questions whenever you have any queries” yet  mistaken the “Global Catalog Server” of the active directory, as a server where the company business catalogs are kept. His technical team fell apart in a matter of 1 month, everyone resigned.

3. Another PM, when faced with technical discussion between his two business vendor said “I am a business person, I do not know what you are talking about”. His projected ended when all his vendors got their sign off and money, while the product was not even implemented at all.
His technical team lost their morale and left the company. While it took the company many months to discover his incompetence and finally sack him.

Take into consideration that many of the good staff quitted in the earlier examples, while some of the lousy staff kept their job for many years

All this are the results of business hiring the wrong person to run their business. Which is a typical result of the Sukhomlinov Effect. In good times where profit are abundant, business made their manpower selection based on
1. The number of professional qualifications (IE: CCNA, MSCE)
2. The education level of the staff (Master = good, and a O levels= lousy)
3. Whether the candidate show signs of job hopping (IE, 3 jobs in 1 year)
4. How many years of industry experience the candidate has

Today, I would like to take the chance to speak out for many of the candidates whose resume you may have shredded thinking they are lousy.

1. With regards to professional qualification, it only ensures that the candidate has paper knowledge of the equipment, or the skills needed to perform his duty (IE: Project Manager).

Usually, the test are just mainly made up of Multiple Choice questions.

Having the professional certificate does not ensure that during operations time, the staff will have the necessary experience in discharging duties.

2. The general idea is that the higher the paper qualification, the better quality is the candidate. Bear in mind that there are many places that offer masters degree, and such qualification could even be purchased on-line. Many of the students nowadays are taught about “Showmanship” rather then “workmanship”. The schools even advocate alot into packaging of the students, Professional image, ability to handle interviews. These are not signs of a person who may fit into the operational role that you have intended him to do. Hence this is the reason why simple matters churns out thousands of emails.

The worst situation happens when such students are given management opportunities and told to lead a company. These leads to creation of very complicated business processes, and a huge load of emails churn out over the slightest business issue. This also make booking of meeting rooms very difficult as all of them are very interested in calling for meeting over every little business decision.

3. There was a friend of mine who was a very diligent worker, who is able to handle almost any type of assignment given to him. However, this made him the target of being over-tasked. With every task comes with it a set of meetings, emails, and report he will be force to make, in order to present it in a meeting.

Finally he gave up, leaving the company in less then 3 months, and move off to new places.. Only to find this repeated again and again.

Hence,  I would like to ask my reader, is this a sign of burnt out and being exploited, or a sign of job hopping? or a victim of the vicious cycle of corporate inefficiency and the 80-20 rule (80% of the work is done by 20% of the workers)

4. Finally, once I manage to find a IT manager who is working in a smal accounting firm for 10 years. His infrastructure is made up of 1 AD server, and 200 workstations. All other IT support are outsourced, he only need to view reports.  This guy comes to me, saying that he has 10 years experience as a IT Manager taking care of a network of 200 machines. Never job hopped, very loyal to his company.

Now tell me, is his experience any more than my friend in 3?

What I am trying to say is, business should rethink how they access candidates and appoint their business leaders, remember, just as Rome is not build in a single day, it only take one generation of worthless rulers to destory it.

In short, remember the following
1. It is possible for one to get professional cert, all his need is to buy a text book, or a set of questions. Pay for the exam, answer 200-300 MCQ questions and become a certified professional. True skill can only be identified by the right interviewer

2. A person who changes job regulary doesnt necessary mean that he is job-hopping, he may just be more experinced in his trade than a manager who claimed to be a 10 year in the same industry. If the interviewer is not experinced (IE: Promoted by accident or because of the Sukhomlinov Effect). he will never be able to find the real pearl within the haysack.

3. A 10 year experince will mean nothing if he only handle medicore stuff.

4. Once you have a working team, try your best to keep them alive, as they may be able to bring you out of the crisis. But bear in mind that a big group of people with good “showmanship” can also survive in your company being leeches of your resources and shifting the blame to the operation staff for the lost of revenue.

It is hope that this would give you a new perspective when it comes to hiring.