The tussle between the hiring manager and the HR
In every organization, there is a tussle between the hiring manager and the HR, whether internal or external. The hiring manager is the person looking for someone talented to join her team. She knows exactly what kind of person she wants. But she also knows that if she describes her “ideal candidate” in great detail, she will get very few potential candidates from the HR. So she provides a broad description of the candidate she wants.
The HR, when given a very specific description finds it hard to find matching people through jobsites and job boards because most job sites provide strict search (either a candidate matches the search criteria, or he doesn’t, there is no concept of kind of matches). Using the broad description that the hiring manager has given, results in 100s of matching candidates. Given that most of the resumes are similar looking, with keywords padded, it is difficult for the HR to select the best 20 from the 100s. So he ends up taking all the profiles to the hiring manager.
This is where the tussle is - the hiring manager either gets very few or no candidates or gets 100s of candidates. Either way, she is not happy and the person to blame is the HR.
Familiar with this situation? Each of us in the corporate world have experienced this, either as a HR or as a hiring manager. But it does not have to be this way.
What is required is that both parties get involved in the hiring process and follow this procedure:
- Hiring Manager: Describe the ideal candidate in excruciating detail
- HR: Identify 2 - 3 or the most critical requirements, say, skills, location, salary range, relax the criteria and search and find matching candidates.
- HR: Compare each of the candidates thus identified with the ideal candidate description given by the hiring manager and score the candidates based on how closely they match the ideal candidate description. So give a score of zero to some one who does not match at all and 100 to someone who matches all the criteria perfectly and somewhere between 0 - 100 for those that kind-of-match.
- Hiring manager: Now the hiring manager can look at the candidates with the highest match scores first and work his way down until she finds the right candidate!
Voila! Problem solved. Well, not quite. Step 3 is a non-trivial exercise and to do it manually, correctly and efficiently, is near impossible.
That’s where jobsbyref.com and its advanced fuzzy matching comes in. JobsByRef.com will automatically give a match score for every candidate. And you know what? If you change the ideal candidate description at any time, JobsByRef.com will recalculate match scores instantly.
Take a tour to know more.
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