How can we evaluate personnel skills, basd on what and who will do that?

This topic has concerned me for a long time due to its importance. I would like to share you my thoughts and hope you will enjoy it.According to my experiences when companies/ employers want to hire someone either they engage a recruitment company or they do it by the aid of their own recuiter. Companies usually have some demands based on the key responsibilities and the objectives they want to achieve through hiring that person. The demands usually consist of what the employee should has for qualifications such as social competence, languages, computer skills, right education, experiences etc. However, there is an important question.
Who will decide that I am a very good engineer and am qualified for this position? Normally, and according to my experiences the answer is the “Recruiter” at lease in the first step. I have been interviewed by many recruiters who have the responsibility to introduce me to the customer, inspite of most of them are not technical educated and could not understand what I talked about.
The question is, how can they evaluate that I am the suitable person for this vacancy if they cannot understand and assess what knowledge and skills I have?
The answer certain will be, they will look at your CV and see what education, skills, experiences etc you have. Okay, but there is another question. Can anyone determine that I am the best one when you review my CV especially when you see that I have about 15 year’s experiences? I think the will be, yea. What is the motive? The answer is, the successful candidate in this position must has 10-15 years experiences. Okay. But can anyone guarantee that the candidate who has this amount of experiences is the right one for this position and based on what?
The answer will be, he has surly seen a lot, has been with a lot, and worked with similar tasks a lot and so forth. Okay, it could be. It’s not 100% false statement. But isn’t 100% true statement?
There are two crucial questions. Can all educated people really do what they are educated for? Are all people who have for instance 15 years experiences within a certain area always qualified, can deliver at good time and with high quality and do the best of the best?
I have seen many of both types who could not deliver what they have to. The question is, how could they still working in this company? The answer is very simple; it’s the “contacts”. They have truly strong contacts with management/leaders and they usually protect each other. There is another question, how can they make it when things go wrong? The answer is, they always find someone to sacrifice.

Conclusion
If most recruiters are no technical educated and cannot evaluate engineers, managers, technician etc skills due to the lack of knowledge and we cannot trust 100% that all educated people can really perform or deliver their tasks neither people who have many years experiences could be guaranteed that they are qualified.What shall we do?

Well, normally employers know company´s requirement and based on this requirement they hire people to fulfill a particular position to be able to reach a specific goal(s). Employers should create a reasonable process to justify the demands and the motives behind each decision when hiring people. I think it’s very important that employers involve themselves in this process. Additionally, if it’s a matter of time the manager(s) could engage somebody else who has the right background, right education, and/or right position in the company (Someone you can trust his/her assessment) to carry out the recruitment process based on company´s requirements and how much could the new recruited member contribute to. This could be conducting by creating some technical, organizational, managerial etc questions depends on the position. You can obtain the following:
1. You can determine/predict if the new member has really the right social competence, attitude, can deliver, has the capacity to adapt him/her self regarding company´s culture and can add some value.
2. A great opportunity to test, assess, and discover his/her knowledge, skills, and what he/she can offer or contribute to the company based on a professional discussion assuming that you already can these questions/topics and can really evaluate whether he/she is capable .
3. You can save some money when you involve yourself or engage someone who fulfills the criteria above, assuming that the recruitment process performs internally, secondly you will also gain in long term when you hire most competent employee who can add some value.
4. This process enables you to avoid the evil circulation hiring-firing and its consequences.
Moreover, the recruiter usually ask such questions and conduct some psychological test to choose few candidates that will be transfered to the next step. The question is, can they perform a professional discussion with the new member to assess his/her skills and knowledge if they are not technical educated, are they aware about company´s requirements and what type of problems they have? The answer is, not really as an employer or someone who has the right background or the engagement to be able to make a reseasonable assessement.
There are another agenda which we should consider regarding recruitment process when engaging other recruitment's company such as making money, racism, discrimination and contacts.
Nowadays we hear a lot about, how much you will pay me if I fix the right job for you and I think it’s OK as far as both partners has an agreement assuming that the job seeker has the right background. But we have also seen and heart that someone who hasn´t the right background for a certain position could be hired here or there due to his/her contacts.
The biggest problems that the humanity can face today are racism and discriminating even we are living in 2010 and we think that we are civilized community who fights for human rights. How many qualified women could not be hired due to their gender and how many people regardless of their skills could not be hired due to their background such as color, religion, nation etc?
I do not want to drift away from the origin topic because it’s really a complicated. As well, I´ll conclude that companies, stakeholders, and shareholders will lose very much when hiring people and only consider their gender, color, nation, religion etc and do not care about their competences and what they can contribute to.
Best regards
Hamid Al-najjar