In the course of a conversation this week, a manager explained to me how he had opened a search for a packaging engineer and then been inundated with resumes lacking anywhere close to the qualifications he was seeking. While I have seen this happen with postings to on-line job boards, he indicated that his experience with executive recruiters was no better. “Any time they saw the word “engineer” on a resume,” he lamented, “they seemed to just pass it on without more scrutiny.”
In spite of the challenging economy, it seems that many applicants and recruiters have still not gotten the message that when times are tough you’re supposed to try harder, not play job search lotto. But rather than grouse about the situation, allow me to offer a few suggestions:
First, ramp up your network. Sending an e-mail out to 50 colleagues, friends, customers and vendors will produce fewer, but far more qualified, applicants than any on-line posting. After all, they have an investment in your success.
Second, just say “NO” . . . to on-line job boards. This applies to independent job boards or those used by newspapers and other publications. The last time I posted a sales position using this method, I received more than 300 responses within 48 hours. Two thirds of these applicants listed no sales experience and of the six I called, four had no memory of submitting a resume or reading the on-line posting.
Third, give executive recruiters a crystal clear job description containing minimum requirements and attributes – if you choose to engage recruiters at all. Then let them know in no uncertain terms that you will end the relationship if the applicants they pass along fail to meet these criteria. The good recruiters will not be offended and will applaud your efforts to maintain control of your time and efforts. Who cares about the others?
In an environment where we’re all trying to do more with less, avoiding conflict or following age-old practices is nothing more than a waste of time and money.