I'll reiterate for those who believe every comment is an opportunity to "prove" one's mettle as a "recruiting expert" that diversity is one of the foundational tenets of our profession. How many self-serving hiring managers will wave off a great person for reasons that when uncovered scream of some form of discrimination? Granted, the CRA in its purest form is about attributes or values that one has no control over - although many would say that religion, among other variables - is a choice.
The word "expression" is frequently used as in "religious expression"; I can make a strong argument - although others simply won't have it - that my tats are an expression of some form and anyone negating my candidacy because of the tats is practicing discrimination.
Yet how many companies recruit this way in the looming shadow of their company bragging about their diversity policy? Perhaps asking about a company's diversity policy ahead of time is one way to start.…
employer) to put just a little more time in up front.
Simply require candidates to answer pre-application questions regarding the minimum criteria for the given job. How many years experience do you have with X? Do you have Y certification? Do you have a bachelors degree in Z?
Yes, candidates can misrepresent themselves, but this is different (and hopefully less frequent) than candidates simply ignoring requirements. Going through and directly specifying whether you meet the criteria question by question should help the cream rise to the top.
Of course, this approach requires employers to take the time to actually build this “prescreen form”, but it would save a bunch of time in the long run. Also, the form will only be effective for quantifiable (yes/no, how many, etc.) criteria; soft skills like “strong communication skills” or “must work well with teams” will have to be assessed in other ways, but at the very least there would be some level of scalable screening. …
People will repetitively hear me state "Knowing what does not work is really important." It applies to the sourcing toolkit in terms of matching the tool to the assignment and it applies to leadership in that some situations you know from experience "are not going to work" and you know others are "predestined to work"...just by the approach.
Being fundamentally solid moves you towards "predestined to work" zone more frequently.
Thanks for refocusing on what this dimension of our value add.
Field Marshal Erwin Rommel (Russ inserts here AKA "The Desert Fox" as he was aptly nicknamed by his adversaries) said, “The best form of welfare for the troops is first-class training, for this saves unnecessary casualties.“…
ganize their own efforts within a large territory or a broad product line. Our customers range from the smallest to the largest companies. Our sales engineer will be able to communicate effectively with all levels of customer ownership, management and floor personnel to present the advantages of our products. Available territories cover several states and require frequent overnight travel to central and South Indiana, Northern Kentucky, western OH. We provide all computer and communications gear required for you to work from your home office.
Experience is desired in one or more areas of production related to wire bending, tube bending or spring forming, including setup, tool making, engineering or sales.
For more information, please contact Target Consulting Group