RE: Employment Resources (lack of qualified candidates)

Subject: RE: Employment Resources (lack of qualified candidates)
From: "Murrell, Thomas" <TMurrell -at- alldata -dot- net>
Date: Fri, 28 Jan 2000 14:20:43 -0500

> From: Backer, Corinne[SMTP:CBacker -at- glhec -dot- org]
> 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?
FWIW, I think you should always ask for what you want and take what you can
get. It may sound trite, but how often have you hired a "perfect fit" only
to find out there is something awful about this person that you couldn't
uncover without hiring them? It does happen to even the best. Hiring is an

I would make sure to include everything I want in the person I am to hire
then see who has the confidence to reply. The rest is weeding: through
reading resumes and letters, through interviews, and through whatever else
you use. (I know one hiring manager who claimed he used a Magic 8 Ball;
said he got as good a results as he did using more "refined" methods. It
was probably a joke, but there may be a point there.)

> 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?
If that is an issue in your hiring process, then you need legal help.
States vary. For example, Ohio is a "Right To Work" state; laws on this
matter vary. What works for me here might just get you into legal hot water
in Wisconsin.

Tom Murrell

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