Читать книгу 100% Recruitment - Ильгиз Валинуров - Страница 4

So, the sales director runs to the HR manager and cries out:

«I need candidates for sales manager! It's urgent!»

«What kind of sales manager?»

«One with fire in their eyes! What do you mean, don't you know what kind of sales manager we need?»

Does that sound familiar?

If we run off looking for candidates with a brief like that, we might only find one on accident. The techniques we use for candidate search and selection would make no difference whatsoever. A few glasses of whisky can put fire in your eyes, but you can't pour a glass for everyone. So it's the sales director that needs to sober up, and it's the recruiter that has to help him do so.

What does «fire in their eyes» actually mean?

Straight off the bat, this isn't enough information, and secondly it's not something you can quantify. Thirdly, it would certainly be useful if they could do something, aside from having fire in their eyes of course.

Therefore, the job description should be compiled after a detailed discussion during which the HR manager takes on the role of critic. For example, the sales director might say:

«They must have a degree from Moscow State University!»

«Why Moscow State?»

«Intellectuals study there».

«So we need an intellectual sales manager but only if they have a degree from Moscow State?»

«Well, I guess if they're an intellectual then that's sufficient».

«The Institute of Noblewomen also produces perfectly intellectual maidens. So we can accept candidates that have graduated from other uni's, right?»

«You're right, we can».

And so on and so forth, with every different parameter. You need to approach these requirements with a critical eye and weed out anything that's over the top.

We'll discuss the job description later, in the chapter entitled «Searching for Candidates».