tag:blogger.com,1999:blog-18841905.post9140812858830971311..comments2023-10-20T06:23:38.227-04:00Comments on Guerilla HR: NEWSFLASH - Publishing smarter job ads gets you smarter candidates!Patrick Williamshttp://www.blogger.com/profile/12827858742893047662noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-18841905.post-12909111625785299752007-06-14T20:38:00.000-04:002007-06-14T20:38:00.000-04:00Ah, Colin... flattery will get you EVERYWHERE!Ah, Colin... flattery will get you EVERYWHERE!Patrick Williamshttps://www.blogger.com/profile/12827858742893047662noreply@blogger.comtag:blogger.com,1999:blog-18841905.post-46411887158061592812007-06-14T12:00:00.000-04:002007-06-14T12:00:00.000-04:00Hallelujah! As you might imagine I see tons of job...Hallelujah! As you might imagine I see tons of job descriptions from a lot of different companies. Out of the mess I'd say 60% are bland and uninspiring, while 25% are downright embarassing. Once upon a time, I'd fix spelling errors or send people friendly suggestions, but eventually gave up because they never paid attention. Yours though are consistently among the best!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-18841905.post-14428987362369167192007-06-13T11:17:00.000-04:002007-06-13T11:17:00.000-04:00It's anyone's guess why managers sabotage their se...It's anyone's guess why managers sabotage their searches this way, but my expectation is that managers want to hire the best and brightest talent and have a hard time leveling best and brightest into the actual requirements of the role because they don't know how to measure candidates aside from the education and experience - they should be focusing on how well the candidate has done in using the really required skills to deliver business results... but that's a topic covered in my next post....Patrick Williamshttps://www.blogger.com/profile/12827858742893047662noreply@blogger.comtag:blogger.com,1999:blog-18841905.post-55396929847558372602007-06-13T09:05:00.000-04:002007-06-13T09:05:00.000-04:00I've watched this problem a few times, through mor...I've watched this problem a few times, through more than one company I've been at. What I don't understand is the motivation. In a purely theoretical world, a manager would want to hire the least qualified candidate (lower pay) who can do the best job. Are we really that convinced that only an MBA, or someone w/ 5-7 years experience, or someone who has managed 12 or more direct reports, etc. can do the job? It seems frustrating from all sides. You end up with a limited, overqualified candidate pool, and they may still not have the skills you want. Any insight on why we keep seeing this phenomenon?Anonymousnoreply@blogger.com