As an employer, you’ve paid anywhere from $500 to $800 for that job posting. Now it’s up to you to be your own recruiter!
Being a recruiter takes years of experience, people skills, and what I like to call a “staffing sixth sense.” After several years of listening to candidates lie, oh I mean tell you about themselves, you kinda just know who’s got what it takes. However, here’s a crash course in recruiting/sourcing:
1. Number of years at each job: anything less than one year at ALL jobs he/she has ever worked… MOVE ON!
2. Grammar & Spelling: pay attention to vocabulary.
3. Does it appear to be TOO well written? The person may have hired a professional resume writer- nothing wrong with that but it doesn’t provide a true writing sample from the candidate.
4. Highly educated but consistently underemployed. Example: has a law degree but only works as a paralegal. This person may have more brain than brawn. Meaning they are not a Do-er, just book smart.
5. Someone whose career appears to be spiraling downward. Meaning they were Controller or Accounting managers at one point but applying for an accounting assistant/staff accountant job.
6. Job title doesn’t match description. Example: Job title: Bookkeeper, Job Description: Answered phones, Faxing, Filing, Mail out checks, Accepting payments. That’s not a Bookkeeper.
7. Several gaps in employment. This isn’t a total deal breaker but candidate must provide compelling reason as to why.
Keep in mind: If you are on the fence about a particular candidate then just take the chance and call the person! Recruiting is not an exact science. People are often better over the phone or in person.