Example of an Ad that Screens Candidates In/Out
I’ve talk about ads that help candidates screen themselves in or out. Here’s a great example from Ikea: “We’re hiring Why-Sayers” See Phil Wolff’s entry for the details.
HTP, job analysis
job ad
Agile Job Search, HTP
Don’t Let Titles Limit Your Possibilities
I exchanged email with a graduate student recently, who’s just starting to think about what she wants to do when she graduates. Since she’s about a year away from graduation, this is a great time to start thinking. She originally thought she might want to work with teams who maintain software systems. I commented that
HTP, job analysis
More on Realistic Job Descriptions
Take a look at Adam Kalsey’s post on Writing Realistic Job Descriptions. I particularly like this part: “Give people half a chance and they will pre-qualify themselves for a job. No one wants to take the time to send resumes and cover letters and never get a response. If you want to receive quality resumes
HTP, job analysis
Hiriing Tip #7: Do your ads help candidates screen themselves in or out?
In a previous post, Attracting Suitable Candidates, Laurent caught me being vague. In Screening Out, he points to a great skit, where the technical people are talking about people skills but the HR people are talking about tools and technology.Too many recruiters just don’t get it — that software is much more people and perseverance
hiring strategy, HTP
Hiring Tip #6: Attract Suitable Candidates
In one of my presentations this week at the Software Development conference, someone asked, “How do I attract suitable candidates? I can attract lots of candidates, but how do I get the most appropriate people to respond to my open req?” In this economy, that’s hard. Even so, you have some options: Use your personal