Unfortunately, many HR firms never put in the time to study the businesses who hire them. When this happens, they create job posts that do not capture the precise needs of their clients. The imprecision in the job posting attracts candidates who might not be a good fit for the businesses. The HR firms use standard, generic questions during first interviews, learning nothing about specific qualifications. They use shallow criteria to make recommendations for advancing candidates. When the client notices and complains, HR companies too often blame the mismatch on a lack of “available talent.”
“If you truly know what you're looking for, and can describe that in a few sentences, then you MUST do your own candidate search,” said Mike Devaney, a Seattle-based marketing consultant.
“The things you learn along the way are just TOO valuable to hand off to someone else. Save the HR agency for the necessary formalities AFTER you've picked someone,” he continued.
Business owners who require current employees to record their job duties have a hiring advantage. When vacancies arise, an up-to-date job description is the core for writing an effective job posting. Smart business owners tweak their job postings as necessary until they have enough quality candidates to choose from. For brand new positions, the business owner can start with an “ideal candidate” job posting and adjust until they have enough candidates to choose from.
Mike Devaney is a small business consultant and direct response copywriter in Seattle, WA. He specializes in reaching decision makers (whoever they are) using plain language. Contact him with questions at firstname.lastname@example.org or visit him at http://www.mikedevaney.com/