Recruiters have taken a lot of hits for not following up with candidates even if only to say, ‘Sorry, this job did not work out but I’d like to have your permission to call you for the next one?” This is evident in a post titled Recruiters Need to Follow Through by Stephen Dufaux and an open poem to recruiters written by a candidate on Indeed.com’s technical recruiter forum, lamenting about this practice.

We all can agree that following up (or the lack of it) with candidates is a big differentiator in recruiting or any other career for that matter. The question now is how one can go from being a non-responsive recruiter to one who follows up. To address this we have to first identify the reasons recruiters don’t follow-up. keep reading…

suitability matrix

Technical screening is testing candidates in order to identify those with particular characteristics listed in a job description. This can be done in order to avoid the unnecessary cycles of presenting several candidates for interview who are rejected either because the job description was misunderstood or the candidate screening process was ineffective, or a combination of both.

I get into this more in an upcoming Journal of Corporate Recruiting Leadership, but wanted to give you a taste of all this concept today.

During a training session with technical recruiters, we reviewed a C# Developer job description that was posted on their corporate website. The job description was seeking a mid-level developer with 1 to 2 years development (C#, ASP.NET, SQL Server, and Web Services) and analytical experience, who also had experience in SQL Server Reporting Services (SSRS) and SQL Server Integration Services (SSIS).

On reviewing the job description, I saw bright red flags and proceeded to explain. keep reading…