I like her, but…
What you've heard about recruiting the right candidate is all WRONG. Let's start with the reasons why what you're doing isn't working:
The list of required skills is egregiously long.
15-20 skills for a job? Seriously? Unless you are advertising for a high-level position, limit the number of skills you require. Start off with your ideal attributes, then prune it down to the most important skills. Many of these can be learned on-the-job.
"Experience" is defined by title, not by actual work accomplished.
Many of us have worked above our pay grade. Just because someone lists a low-level title does not mean they don't have the experience required. Focus on the accomplishments achieved, NOT promotions. Unless you know the candidate personally, there may be a multitude of reasons why things did or did not happen.
What would our workforce look like if every single employer required experience first? How many of us would still be employed?
Hiring employees is like Burger King- we want to have it our way.
Yes I said it. We want to have our cake and eat it too. We demand potential candidates have a multitude of degrees, certifications, and experience- all before the first interview. What would our workforce look like if every single employer required experience first? How many of us would still be employed? Most of us are where we are today because someone at some time took a chance on us and believed in our potential. Why are we depriving potential candidates of the same opportunity?
Breaking Down the Barrier
So how do we fix our recruitment model? We look at the candidate as a whole person, not just a cog in the machine. Click here to learn about a framework that will enhance your hiring process.