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Staffing Advisors Blog

Resumes are a Terrible Way to Select Candidates

Posted by Bob Corlett on May 3, 2020

Our search firm presents resumes to hiring managers almost every day. And on that short list of people is usually at least one resume the hiring manger would prefer to reject. In a few seconds of skimming the resume, all the hiring managers can envision is some unqualified person wasting an hour of their precious time. So rejecting the unusual resume seems like a time saver … except it’s not.

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The Best Candidate Rarely Has the Best Resume

Posted by Bob Corlett on May 3, 2020

It’s common knowledge among experienced hiring managers that less qualified candidates often have great resumes, and more qualified candidates often have mediocre resumes. In my experience, the best qualified candidate for a job is rarely the person who looks best on paper. Things are no different later in the hiring sequence - the candidate who offers the most polished interview answers is not always the person best qualified to do the job.

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The Increasing Cost of Hiring On Your Own

Posted by Bob Corlett on September 20, 2019

In metropolitan areas like Washington DC, it's become remarkably difficult to hire highly skilled employees and senior staff members. Trying to hire on your own has become more expensive than paying someone a fee to help you recruit. 

Here's why:

The news headlines might blare about future economic slowdowns or potential future recessions, but right now we have full employment (are you seeing any stories about layoffs from well-managed firms? No.) Quite the opposite, some organizations are hiring like mad.

So with low unemployment and fewer candidates actively looking for work, more employers are vying for the attention of fewer available and interested candidates. Consequently a few things happen in your recruiting process. Your job advertising will yield lots of candidates who are not remotely qualified (this is true in any economy) but far fewer candidates who are qualified. Next, when you try to schedule those few good people for interviews, you'll quickly discover that some of the best candidates will withdraw before the first interview because they already accepted a job offer from another employer. Or perhaps candidates accept a first interview with you but then decline a second interview.

To add insult to injury, the job advertising market itself is increasingly complex and fragmented because of all the competition between Google for Jobs, Indeed, Linkedin, Glassdoor, CareerBuilder and others. When you have a poor response to your job advertising, it's difficult to know whether you used the wrong job title, wrote an unappealing job description, posted your job in the wrong place, or maybe your job is just not as attractive to candidates compared to their other career options. All you see is who responded to your ad. You can never see who you didn't reach.  

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