Step One: Analyze the job description: What are the missing specifics? 

Review the JD to identify additional information and/or clarifications that you need from the hiring manager. Out of this discussion will come the elements to include in your posting. It will be very different and much more effective than the original JD.

These examples are from the Requirements section of a recent job description from a company where I am coaching the recruiting team on these…

It's great we are talking about creating postings that go far beyond the typical job description. I'm sure you can do that without talking to your hiring manager, but getting them involved pays off in multiple ways.

Below are some questions that will pull out some good information from your hiring managers they might not share otherwise. 

It’s especially important to ask your hiring manager these questions to:

a)      Get this info in the hiring manager’s words because…

Recruiters have two different customers—candidates and hiring managers. It’s my experience that while we often focus on the first customer, it’s the second customer who has the most impact on our success and careers.

For example we have found some great candidates but cannot get the hiring manager to give feedback. At the same time, the “time to fill” is stretching out and we're wasting so much time with multiple follow up emails, calls, or just waiting. 

So here is an easy,…