- Focus on success factors, not experience. Don’t itemize every skill the candidate could possibly need. Instead, briefly list the most important abilities required for a person to succeed.
- Make the title clear. The way you label a job defines who will apply. Use job titles that clearly describe the profession. Don’t use insider jargon.
- Watch your biases. Be careful not to include requirements that would rule out capable candidates who don’t exactly match the ideal in your head.
This is especially true for IT jobs.
Employers often itemize upwards of 10 specific skills that candidates need to have and that often scares off local candidates.
Very often if a person knows 1 language or skill, they can pick up the others quite easily in a matter of months, and employers should hire these qualified candidates.
Often what happens, is that many job-seekers do apply, but the employers end up with the same feeling of 'no qualified talents out there'... often because it is hard to identify them in the pile (read more at http://www.skillsin.com/blog/?...