Funny as it is, it's usually very wise to have a far more rigorous process for scrutinizing external hires than for internal one-level promotions of already successful employees.
Of course it's quicker. Popes are picked by rounds of BINGO. The first one with 3 wins is the next pope. In the rare cases in which no one wins 3 rounds in the first 33, the pope is chosen by blackout.
New hires, OTOH, are chosen by Survivor. That takes weeks, even without commercials.
It’s not a remote hire though. It’s a group of guys who have been in the same office together for years picking a new holder of the conch. The pope was dying for months before he croaked. Everybody already knew the deal when it was time to vote.
There's a reading in which this is entirely serious--a lamentation on hiring processes that gain or shed complexity and iterations in proportion not to actual issues, but rather according to HR's organizational juice.
To be fair, I think no one needs FIVE rounds of interviews so as satire I do agree with this. But as a literal interpretation, I do in fact understand that choosing a pope is very different from hiring for other jobs.
Comments
Funny as it is, it's usually very wise to have a far more rigorous process for scrutinizing external hires than for internal one-level promotions of already successful employees.
New hires, OTOH, are chosen by Survivor. That takes weeks, even without commercials.
A new Pope isn't a new hire, but selecting a coworker for promotion after decades of working together.
And it wasn't exactly a surprise. There was bound to have been politicing going on behind the scenes for weeks.
Your point still stands. You just need to knuckle down and get it done.
5 rounds. Sheesh!🙄
Also, once again, I don't need Catholicism explained to me. I grew up deep in it.