How many of you have been job hunting, thought you found a great opportunity but didn’t submit your resume because you couldn’t ‘qualify’ for all of the ‘Must Haves’? It has happened to me many times. Why submit my resume if it is going to get shot down during the first phone interview? My new advice, submit your resume, especially if it is a recruiting service!
Why? Because there is a very good chance the customer of the recruiting company did not do their job correctly and asked for candidates before the hiring manager/executive took the time to either create a new job description or update an old one. They just start bringing in candidates ASAP, and they will figure out the position requirements later. Wrong, wrong, wrong!
Companies listen up. You are wasting your recruiters time, the candidates time, likely passing over on qualified candidate(s) in the process, and you have no respect for the candidates you run through like cattle to slaughter for their time, their risk (if currently employed), preparation, emotional roller coaster ride, or the reputation of your company when all these rejected candidates tell their friends on social media about their awful experiences with your company. Great job management slackers! This message also goes to Human Resources as they should spend more time requiring job descriptions are up to date and available, than trying to knock out job applicants because he/she doesn’t ‘feel’ right to them. Code words for ‘I just don’t like the candidate and want to secretly be the final decision maker.’
So what can the recruiting company do to not get their customers upset, knowing the final job descriptions are totally the responsibility of the company/customer? First off they should stop putting everything they can think of and find from other job descriptions in the ‘Must Have’ category. Most of what I have read over many years is wrong more than it is right. If you haven’t been in that capacity or worked in a manufacturing company in the past few years, don’t guess at requirements. Keep the job description requirements general, degree or not, and what types of experience will be considered. Ranges for years of experience in place of a minimum, travel expectations, relocation expenses are or are not available, and who to contact. If you think the customer’s job description is lacking, speak up. A red flag to me as a job hunter is every time I ask “How long has this position been open?” and the answer comes back in months. Maybe the job description is targeting a Unicorn, and the company (or recruiter) still believes one is alive and well. If your company can afford to wait months or a year plus, ask yourself what is wrong with the process and your requirement list. Most likely something is broken, and you don’t see it.
For the doubting Thomases in the crowd, job descriptions are not just a five-minute exercise to jot down and throw to human resources to say you did your minimum duty as a supervisor. This document should state what you need regarding the next employee for your department and be within all the government and company guidelines for a fair assessment of new candidates. If you work in a regulated business sector like medical devices, the FDA expects job descriptions for every position dealing with products, and they have the right to review them. Do you really want to offer up a five-minute document for their review? If you said yes to this question, please do the right thing and dismiss yourself from your company.
About the author: I have been on both sides of the hiring process for over 25 years with medical device companies. I worked from supervisor levels through senior management positions creating job descriptions as a part of my responsibilities. I have worked with large brand name companies to small entities with minimal structures. Never is there a good time to scrimp on a job description. How do you review the person at the next review period? Think you have a year to sort out the responsibilities while your new employee is trying to fulfill the current job description? Bad idea. The less the new employee understands what is expected to make a meaningful contribution to the company, the less both parties will like the relationship. Do the right thing up front and the rewards will show themselves throughout the employee’s career with your company.
Dan Pastrick & Associates is pleased to announce the addition of a new Coaching Service, along with the Consulting Service it currently offers. Career coaching services from Dan focus towards Medical Device Engineers in Manufacturing, Product Development, Operations, or Quality roles. Career coaching services from J. Salimbene Enterprise, led by Jill, are directed at Sales and Marketing professionals working in the medical device space.