As a follow up to my first post on Prosky, I dug a little deeper into how we recruit for positions. I think we need to stop trying to get that HUGE number of candidates so we can weed through 5000 applications hoping to find that right person. When we started advertising for an accountant for my department, we knew a tax accountant probably wouldn’t be successful, so why would we want that candidate to waste their time completing our application? Check out my recommendations for writing better job advertisements:
My Dailey Journey 