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by mhb 1230 days ago
So are you able to eliminate 90% of candidates since they aren't interested enough in the job to read the description?
2 comments
dudul 1230 days ago
No because sometimes they received an "edited" version from a recruiter and it wouldn't be fair to eliminate them for that.

But also yes, if I know you applied directly and start asking me "so what do you guys even do?" then we're pretty much done.

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ryandrake 1230 days ago
From the candidate’s point of view, job descriptions are often dry and generic, and it might be difficult to get an idea about what the company does even from their web site. “BigCo: We provide business solutions for increased sales and customer satisfaction!” OK, I’m gonna have to talk to a human there to understand what these people do. Plus, your company is number 58 on my list of 80 resumes I’m sending out today. I’m not going to read your entire web site and earnings report.

If it’s looking good, like this is a real job and I’m not ghosted, and I’ve passed at least one filter, yea, I will do deeper research on what the company does.

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csydas 1230 days ago
Search your job title on a few job aggregator sites or on the job pages of a few companies in your field; how closely does your day to day get represented in an intelligible and understandable way from the postings you find?

The Job Search process is fraught with a lack of clarity for both sides; businesses "fluff" their positions just as much as candidates "fluff" their CVs because the wrong wording, incorrect wording, misleading wording, or wording that sounds less appealing than what other businesses use makes you less competitive in the eyes of potential candidates.

Talent Acquisition teams can only go so far; I work with a great TA team who meets with us frequently to discuss our needs and to ask for help interpreting questions/comments from potential candidates and how to best represent our needs to some of the challenging (but good!) questions potential candidates have. I am well aware that I am quite lucky in this regard as many TA teams do not work closely with the teams they're finding candidates for.

I wouldn't fault a candidate for explaining their understanding of the position but asking for a more clear picture of common activities they might do during a week, or about team/reporting structure, advancement prospects, etc. That's different than if they come to a position and balk when being asked about their experience with elements directly on the posting or normal/expected for the given position.

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