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🚨 Basic Recruiting Stuff, Week 15 🚨

Welcome to Week 9 of my ‘Basic Recruiting Stuff’ series—your weekly dose of recruiting fundamentals, common pitfalls, and practical solutions from nearly two decades in the search business.

💥 This Week’s Focus: Candidate Qualification & Assessment 💥

Ever wonder why your “shortlist” looks more like the clearance rack after Black Friday? Here’s the harsh truth: The way candidate qualification is handled in most orgs would make an airport baggage screener wince.

✅ What Should Happen: Candidate screening is disciplined, requirements are ironclad, and every submission actually meets (or raises) the bar. The process is surgical, not shotgun.

🚩 What Usually Happens: Job specs get copy-pasted like Reddit rants, then recruiters sling semi-relevant resumes like they’re passing out candy on Halloween. Digital piles of CVs stack up. Stakeholders waste afternoons on interviews that should never happen—and it all repeats next quarter like a bad movie reboot.

💡 Why It Matters: Unqualified submissions reverberate through the hiring chain—slowing decision-making, draining manager time, and smothering trust in the very teams meant to deliver results. Brand equity and internal morale: collateral damage.

🛠️ The ATS Approach: We dissect what truly matters, separate the “must-haves” from the marketing fluff, and assemble shortlists based on actual evidence—not wishful thinking. Every candidate is mapped to business goals right in your client portal, with receipts. No filler, no guesswork, no “maybe they’ll grow into it” optimism—just fit-for-purpose talent every time.

🎯 The Takeaway: If candidate qualification looks the same as it did in 2015, expect the same bloated hiring cycles. Objectivity isn’t optional; it’s why the right hires don’t slip through your fingers.

#BasicRecruitingStuff #AsymmetricTalent