Mercedes vs. Escort

We have all heard the old saying: “It’s quality not quantity that matters.”  While it may be cliché, it certainly holds true in many areas of life, and one of those areas is definitely college recruiting and HR in general.  On the flip side, sometimes more is better, but I don’t think that fits when it comes to hiring a top level candidate.  Sure you have more options, but just think about it….wouldn’t you rather have 1 Mercedes-Benz then 5 Ford Escorts?

In this tough economy, the flood of resumes to any given job post can be overwhelming.  Desperation can make people apply for jobs that they are clearly not qualified for, or even overly qualified for, just to earn a paycheck.  This makes the recruiters’ job of screening qualified candidates even harder and more time consuming.

I don’t have any revelation on how to make only the top-talent apply for your jobs, but I have a few ideas on helping you sift through the forest of trees that has accumulated on your desk in the form of paper resumes.

First off, if you shot with a shotgun, you are bound to hit more than just the target.  What I mean is, if you post your job on any random job board, you can expect any random candidate to apply.  Find a niche, target market or online resource and focus on that.

Then, have some hoops to jump through.  Don’t make it too easy to apply for the job.  Don’t require them to submit a resume on papyrus leaves with gold flecked ink, but add a few stipulations.  Ask for something specific on a cover letter, or require a certain amount of training or GPA.  You can be picky in this job market and that should help knock out some candidates that don’t follow directions.

I’m sure there are many other ways to help screen out some of the Ford Escorts of the job world, I just thought I would help jumpstart your mind to think of ways to make it easier on yourself.  Of course…you could always check out Zumeo which does that for you…but I’m just saying……