Why “Years of Experience” is an Unnecessary Requirement

Uncategorized Mar 10, 2018

When a hiring manager meets with a recruiter to discuss the requirements of a new position, one requirement that often comes up is “years of experience.” While many think of this requirement as a valid concern, it might not be the best measuring stick for candidate value. Consider three primary reasons for this assumption:

It’s About Skills The reason for having a “years of experience” requirement is to ensure that the candidate has learned what they need to in order to do the job. However, different candidates learn these skills in different amounts of time. A candidate that can learn basic skills in three years may be more valuable than a candidate who takes ten years to learn the same skills.

Type of Experience “Years of experience” is a very vague term. A candidate might have ten years of experience at a particular company, but if five years of that experience was unrelated to the position you are filling, it becomes...

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The Recruiter’s Dilemma: Quality over Quantity

quality quantity Mar 10, 2018

For the average recruiter, striving to please the hiring manager is of utmost importance. Not only does it make life more enjoyable, it allows you to keep your job. However, many are at a loss for what a hiring manager truly wants.

Most recruiters are under the impression that hiring managers desire a full list of candidates who fit their requirements on paper. Such recruiters do a quick LinkedIn search, determine the candidate’s experience and education, and then add them to the growing catalog of names. Perplexingly, the hiring manager still does not seem satisfied.

When it comes to recruiting, the general rule “quality over quantity” applies perfectly. While a long list of names might yield a quality hire, the hiring manager must jump through hoops to determine which candidate fits the role. On the other hand, providing a short list of qualified, vetted, and culturally fit candidates is likely to put the hiring manager at ease.

Put frankly, your long list of...

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REPORT: Candidates Still Seek Personal Recruiting

Uncategorized Mar 10, 2018

While texting, teleconferencing, and Skype interviews are preferred by a small percentage of the candidate population, a resounding number of job seekers still prefer personal connection over technology, according to a recent survey by ManpowerGroup.

The Candidate Preferences report, which surveyed more than 200 active and passive candidates throughout the U.S., found that thoroughly understanding the candidates’ wants, needs and preferences in their career is the number one step to successful talent acquisition. This is paired with a need for the employer to tailor their recruiting practices to attract the right talent.

Additional key findings from the survey include:

86% of candidates explore employers’ websites when researching positions online
52% use search engine results to gather information about prospective employers and positions
30% use social media to get more information about open positions or employers
72% of candidates prefer traditional, in-person...

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