❌ Employers That Expect the Candidate To Be Perfect Suck ❌
😳 In our business, the staffing industry, we call a perfect candidate, a “Purple Squirrel,” because essentially, it’s non-existent.
When we’re hiring, typically we’re looking for a candidate who’s doing the exact same job we have open, and at a similar company, i.e., the competitor.
Hey, poaching is legal!
Especially as a former recruiter, we were tapped to find a candidate that can seamlessly transition into the role, with minimal training required.
If the candidate:
✔️Checked at least 75% of the “ideal candidate” boxes of the job description, we’d bring them in for the interview.
✔️Had a resume that passed the 7-second eye test and showed they played “the game,” we’d bring them in for the interview.
✔️Demonstrated value and sense of their career journey succession towards the open role, we’d bring them in for the interview.
❌The problem with this is that when they do try to find the right candidate, sometimes they sacrifice the right talent because hiring managers expect too much, or are rushed for time, so they fail to connect the dots and understand the candidate could’ve made the transition.
❌This does not make for a sound work environment.
❌Hiring shouldn’t have any bias, let alone one of higher than normal expectations.
👉This starts with the job description.
👉As you can see, this picture says it all. Let’s bring in someone who’s going to be so scared that if they screw up, they’ll get canned, that they won’t even be comfortable enough to perform at the high level they can operate on.
😂 Here’s my sixth post in the weekly series of #humorous (*I hope) memes in honor of some of the more lax verbiage I’ve seen.
What stuff do you see on job descriptions that drive you nuts?👇
#shoutoutSaturday #jobdescriptions #jobstickers #ununemployed #thepragmaticresume
Chime in over here to join in on the discussion, and make your vote!
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