What “they” don’t want you to know about finding a job…
Nobody gets a job through HR. The purpose of HR is to protect their parent organization against lawsuits for running afoul of the government’s diversity extortion bureaus.
HR kills companies by blanketing industry with onerous gender and race labor compliance rules and forcing companies to hire useless HR staff to process the associated paperwork. It takes 0.3 HR staff to manage every woman a company hires.
Even more egregious, HR fronts a phony corporate morality where you as a job applicant must be beyond reproach in all aspects of your existence while the corporation is mandated by legal threats to lie in your face.
It hurts to get kicked when you are down, and company career portals are a sadistic torment that will avail you nothing if you submit to their abuse. To find work you must identify and contact influential managers in your target industry and sell them towards a job. Filling out online HR forms is pissing into the wind.
My rage against HR developed over many years in industry and those occasions when I was out of work and seeking a job, like so many of us in technology fields. I developed some approaches that have worked to get me into engineering firms and talking with their managers or owners. No attempts to elicit work through HR yielded anything but frustration and abject humiliation.
And so I wrote my book to share with other men what simple workarounds I had devised to get past HR and talking to human beings. My thoughts about the structural phenomenon known as HR and why it existed were purely anecdotal, though exactly on target due to my profound analytical nature.
But a new book out quantifies everything I have long suspected. Jeb Kinnison forwarded me a copy of Death by HR : How Affirmative Action Cripples Organizations and I read it cover to cover. I promised him a review but the sheer breadth of his book precludes any detailed accounting here. Blog posts do not lend themselves to lengthy book reviews thanks to everyone’s short attention spans.
So here are my overall impressions. Like me, Jeb worked as a software engineer for many years so his words had a resonance with my experience and he echoed many of my sentiments. I enjoy historical writing and he delivered on that with thorough development of labor developments to the modern era and how the current HR-contaminated milieu has emerged.
Death by HR also provides careful arguments against the feminist, government, and corporate lies that are harming our economy and willfully discriminating against men. It is a tour de force in demolishing the ridiculous media propaganda that continually portrays minorities and women as hapless oppressed victims who could run the world if only the evil white men would step aside and allow them a seat at the table. Especially the white women, primary benefactors and enforcers of government diversity abuse.
The book goes beyond mere rants however and carefully explains to CEOs how HR poisons their companies and what steps they may take to marginalize this threat. For it is now fairly impossible for any company not to erect an HR wall as a legal requirement of business with the sole purpose of keeping government diversity compliance enforcers as well as unethical lawyers from pillaging their operating capital through baseless lawsuits.
If you are running a company you need to understand the HR phenomenon beyond merely putting it in place as normal business procedure. For where other company functions contribute to your profit, HR is a malignancy that drags your competitiveness down and metastizes along with your growth to protect you against phony but very damaging legal threats.
American companies can hardly compete with foreign firms thanks to the layers of incompetence and useless busy work that HR culture imposes. It is time to turn the tide against this madness and Death by HR is an important research tool that provides company managers that still have any balls to craft counter-revolutionary tactics for dealing with the HR parasites our government has empowered to destroy us. All CEOs should read this book. If you are a mere worker drone but care about your company, you should forward an anonymous copy to him. If your CEO is an installed woman you should probably be working on your own Employment Game instead.