RE: Employment Resources (lack of qualified candidates)

Subject: RE: Employment Resources (lack of qualified candidates)
From: "Backer, Corinne" <CBacker -at- glhec -dot- org>
To: "'TECHWR-L'" <techwr-l -at- lists -dot- raycomm -dot- com>
Date: Fri, 28 Jan 2000 10:17:59 -0600

Katav pointed out that I should have been more specific in my original post.

The job is in Wisconsin. One of the biggest hurdles in the hiring process
for me is that we live in a very low-paid area (it's like second-to-last on
the STC survey). The cost of living is low, and it's a great place to live
for other reasons, so it's OK, but it's really hard for me to get
experienced people - I just can't pay them what they require. So I end up
with newbies (usually a previous internship or 2, or one other job), which
has actually turned out very well in most cases; I just have to follow an
aggressive training plan for the first few months. (But I get 'em before
they develop any *really* bad habits :D)

So, I'm stuck trying to write ads that are kind of conflicting: I want good
people with skills that can be considered relevant, but I know I'll probably
have to turn down anyone with more than about 3 years of experience;
therefore, I have to be somewhat lenient in my requirements. Therefore, I
get quite a few of those "I've been a VW mechanic for 15 years but I hear TW
is a great job." :)

Those of you who've had success in this area - what dos/don'ts do you
recommend for a good, clear, specific job ad that leaves some "wiggle" room
for hiring new TWs? Also, with the current tendency toward "CYA" behavior to
prevent lawsuits, how would you specifically document/justify your choices
when making this kind of judgment call?

Appreciate your help so far.

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