Is Your Technology Hiring Process Screening Out Great Candidates?

The current wisdom about the job situation in the U.S. is full of contradictions:
●       There are no jobs.
●       There are jobs but no skilled workers.
●       There are skilled workers but they are not qualified for the available jobs.
●       Qualified workers exist for the available jobs but there is a problem with matching up the workers and the jobs.

Why is this happening and how do we fix it?

According to USA Today a study by Beyond.com indicates one problem is the way job descriptions are written, especially for technology hiring. Job descriptions seem to go from one extreme to the other; either they are so vague that  job seekers are unable to identify the position or the description contains a lengthy list of specific language or tool experience unlikely to be found in a single individual..

Much of  it comes down to poor screening tools with limited options. The software so many companies use to try to screen out unqualified candidates is not very flexible or intuitive. It often runs best on lists of software languages, accounting terms, or systems experience that are not as essential as being able to bring a team together and get a project out on time. But the skills for the latter are difficult to program into the filter.
When the filter is created from these lists it sorts through the incoming applications and weeds out any candidate that does not perfectly match. The longer and more specific the list of requirements, the lower the likelihood of finding a candidate that meets them all. At the end of the process, there is nobody left standing. The hiring manager can’t understand why no candidates are being referred for interview while HR sees plenty of resumes but no one appeared to be qualified.

To correct this problem hiring managers must first determine exactly what skills a position truly requires. Then they can decide which skills could be taught and which skills must be present at the time of hire. Working together with HR and recruiters, a realistic description of these skills can be used to prepare a more effective filter that is capable of screening out truly unqualified applicants and producing a short list of candidates who may not have every skill desired but who may be able to the do the job with some training.

If you are experiencing a similar problem within your organization, connect with your recruiters to ensure that job descriptions are accurate and great candidates are not being missed. To learn more contact us.