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    May 06, 2012

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    __MaryEllen

    This is a great topic for people who hire and for the ones who want to be hired.


    Both typically share a common trait.


    Both tend to be myopic.


    Many employers - I should say those initial gatekeepers in the H.R. department - are so narrowly focused on trying to get a candidate that performed the EXACT same duties for the job they're looking to fill, they exclude some very talented and right-for-the-job-candidates. But just too myopic.


    I've had recruiters supply me with lines I was to add verbatim to my resume because I wouldn't get a look otherwise. Yet my work experience was not only complementary, I offered a broader range of skills the company could benefit from.


    There's a common complaint that "talent acquisition specialists" just can't seem to find the right person -- despite a glut of candidates. Click through to the Wall Street Journal article below for more on this topic.


    Then there's the candidate.


    The one seeking a job but think they are better than the position they are being offered. Sometimes they've held a job with an impressive title and by accepting this post they believe they've taken a step back. This thinking, too, is short-sighted. They've closed doors before they were even fully opened.


    But what about the candidate who isn't myopic? The ones who agree with Yahoo CEO Carol Bartz who says careers are more like pyramids than ladders. That each experience helps you to build a broad base of experience for a sturdy foundation for the next challenge. How do they convince the job gatekeepers that they are a viable candidate?



    Mike - this is great topic that needs more attention. You've pointed out the tip of the iceberg. And we all know what's underneath.

    Once again.

    Great job, Mr. McClure.

    (1) "Why Companies Aren't Getting The Employees They Need"
    http://online.wsj.com/article/SB10001424052970204422404576596630897409182.html
    http://on.wsj.com/o4jk2q via @WSJ


    JIm Vander Eyk

    I have brought this up several times at my company, only to be told, they will be bored and leave, or they will jump ship as soon as they find something bigger. Mind you, that person had been out of the work force for 2.5 years, because he was over qualified and over 50. Come on, the young people we hire are good, but youth is not a replacement for real experience with a client.

    Mike McClure

    Mary Ellen: Thanks for the thoughtful response and the link to the WSJ article. It is a topic that has really come to a head recently and I'd love to see more dialogue on the subject.

    Jim: I agree, not everyone who's overqualified would be bored - they may look at it as a new challenge to bring their skills to a new company with new issues and see what happens. If you're hiring the right people that can be a big advantage!

    Mike

    Frank Pringham

    Mike, as a senior friend of mine retorted, "Well, I could certainly underperform if that's what you're looking for."

    Another stated, "Overqualified? No, I'm EXTREMELY qualified!"

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