This is absolutely mad
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@log in my recent experiences, even when you are management and even when you are personally forwarding a CV it can still end up going through HR/Hiring Manager filtering and bounced out as a non-profile match. It actually kind of surprised me. We know that many skills are transferable and that an exactly specifically targeted programming language or tool knowledge might not be neccesary for the role (especially with some training), but automated filtering doesn't care about that. @Natasha_Jay
@chillicampari @Natasha_Jay I have always seen HR as a hostile entity, and they have never failed to live up to that expectation. It should probably be standard procedure to invent a perfect candidate, a great candidate, and a fair candidate and have the manager pretend to be those characters all the way through the application process. A process that is not tested will break in ways not easily discovered.
@log yes, it really needs testing and then testing again when the filtering algo changes. @Natasha_Jay
@log just as a side note, in the above post I am using corporate-distance language like "profile" and "role" as that's the common business vernacular now but I wish we still just called it "person" and "job".
@Natasha_Jay I want to know what's going on there with communication between the team doing the hiring and the team writing the filters.
...and, like, if many applications are coming in but 100% are being rejected, shouldn't someone have been investigating that immediately... 
@woozle @Natasha_Jay That understanding requires understanding of science, which HR groups specifically exclude.
@Natasha_Jay
It would be nice if we would stop assigning machines to do what a human should be doing.
@Natasha_Jay All available anecdotes suggest that any manager trying to hire someone--that they will actually be able to approve and not want to fire later--absolutely should not rely on HR as their sole source of candidates.