Submitted by Kevin Jenkins on Thu, 01/06/2011 - 23:51
We start every Retained, Performance Payouts, and Exclusive Contingency search by having our client complete a three-part questionnaire designed to proactively answer the key questions every quality candidate will have about the opportunity. We call this the Search Kick-off Questionnaire. It consists of three sections: the Opportunity Value Proposition, Key Skills, and Performance Targets.
Submitted by Kevin Jenkins on Thu, 01/06/2011 - 23:48
Requirements intensive (i.e., laundry list format) job ads serve no purpose other than to undermine your recruiting effort. They are pointless.
So what should the job description focus on if not the requirements? The answer is the job responsibilities. That’s because a properly written job responsibilities section always delineates the skills needed to perform the work required and it does so much more effectively.
How is that?
Submitted by Kevin Jenkins on Thu, 01/06/2011 - 23:39
Anybody who has ever posted a job ad online knows the frustration: hundreds of resumes, yet only a precious few worth consideration. To amplify the problem, the coveted talent behind those worthy few is inevitably off the market by the time your umpteenth call triggers a ring tone instead of a voice mail. The money wasted buying ad space and time lost sifting through second-rate resumes is nothing short of maddening.
So why don't “quality” candidates ever respond to your job ads?
