And I do . . .up to a point.
After all, when a position opens they send the same job requirements they did several years ago for the job.
But I have learned through conversations with mangers and leaders in the firm how the position has really changed and how the job description is a convenient political tool to satisfy HR.
Ridiculous, even though I am advantaged in this over other recruiters who don't have the access I do.
It should also go without saying that very person who interviews someone as part of the evaluation process brings their own unique viewpoint to both the evaluation and the decision making. This is a good thing when diverse views are brought to bear. It can be a problem when good decisions previously made a re not de-constructed and repeated. Failure to do this leaves decisions weak, emotional and ad hoc, rather than reasoned.
So, I implore you to re-examine job requirements from time to time and communicate the changes throughout your "supply chain". Make your recruiting vendors aware of new thinking, going so far as to re-write position descriptions.
Re-prioritize the "must-have" criteria for the position as well as the preferences.
Jeff Altman
The Big Game Hunter
Concepts in Staffing
thebiggamehunter@cisny.com
© 2007 all rights reserved.
Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in many disciplines since 1971. He is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.
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