Many companies complain that they can't find specialists according to their needs. They say that usually unqualified specialists tend to apply to their vacant position or no one applies at all.
Looking for the jobs myself I faced the problem when many companies couldnt convey a clear picture of position as well as a sense of corporate culture.
A good job description should give an answer on two main questions: "what does the company really do" and "what will the duties and responsibilities of candidate be".
I had one unpleasant experience in the past when I was invited for the job interview for the position with the list of certain responsibilities I thought I would fit in. Out of blue I was said I would be accepted only if I agreed on some extra duties of quite different (!!) position (some kind of stategy to cut salary expenses on two different specialists). The company's incomprehensible approach made me to refuse in the end.
Opposite to the issue when some employers don't tell (hide) much about themselves and the position in their jobs ads, there can be a situation when HR executives overload ads with job requirements. That's maybe the most familiar issue for you job hunters, right?
Too many requirements or unrealistic expectations may discourage some candidates (I mean "us") from applying. HR executives usually forget that it's very unlikely any one person would fit in all 20 criteria of job description. The second annoying reason is that sometimes they are just simpy lazy to identify what is truly essential in a current position.
Now a bit of statistics: women generally apply to jobs only when they believe they meet all requirements, whereas men will send resume if they think they meet just 60% of all criterias. That's a nice insight to overthink about just a bit, right?
Think.....
I wished some HRs would really consider those rates sometimes...
Q. Who is to blame?Not many HR executives pay attention to this in a way. The job description should present a company in its best, attracting a potential сandidate to apply. Too often it fails to encorage the right talents to send a resume, letting them move on at the very beginning of reading the job ad.
A. Poor job description.
A good job description should give an answer on two main questions: "what does the company really do" and "what will the duties and responsibilities of candidate be".
I had one unpleasant experience in the past when I was invited for the job interview for the position with the list of certain responsibilities I thought I would fit in. Out of blue I was said I would be accepted only if I agreed on some extra duties of quite different (!!) position (some kind of stategy to cut salary expenses on two different specialists). The company's incomprehensible approach made me to refuse in the end.
Opposite to the issue when some employers don't tell (hide) much about themselves and the position in their jobs ads, there can be a situation when HR executives overload ads with job requirements. That's maybe the most familiar issue for you job hunters, right?
Too many requirements or unrealistic expectations may discourage some candidates (I mean "us") from applying. HR executives usually forget that it's very unlikely any one person would fit in all 20 criteria of job description. The second annoying reason is that sometimes they are just simpy lazy to identify what is truly essential in a current position.
Now a bit of statistics: women generally apply to jobs only when they believe they meet all requirements, whereas men will send resume if they think they meet just 60% of all criterias. That's a nice insight to overthink about just a bit, right?
Think.....
I wished some HRs would really consider those rates sometimes...
job hunting, jobs, hr, career, career building
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