"If I encounter someone who I would consider an "overqualified" candidate, I would definitely let him/her know about my opinion and explain that the finances of the company do not permit them to be hired. Or, if it is another issue,…"
"@Linda...I wholeheartedly agree. When I was an outplacement consultant, I had a guy in some of my seminars who was soo negative, they had to pull him from the "regular" program and refer him for special counseling. He was holding on so…"
I was participating in a pretty intense discussion about the "overqualified" candidate on LinkedIn. Many felt that they were passed over and probably would have been the best fit it the recruiter/hiring manager would have given them a chance. Many stated that it's not fair for recruiters/hm's to assume they will get bored, require too much money, leave one another opportunity comes along, etc. Some recruiters/hm's provide their reasons for passing over the "overqualified" candidate while others…See More
"good tips. I don't mind discussing salary up front. I need to know if we should get in the sandbox and play. I'd hate to get further along in the process and then find out the candidates salary expectations exceed what I am able to…"
If anyone has worked with Decision Toolbox, please share your thoughts on their services and quality of candidates. I have a conference call with them next week and I want to know what they are all about aside from what is listed on their website. THANKS!www.dtoolbox.comSee More
"Restrac, Resumix, MonsterTrak which was initially JobTrak. Mail merges for rejection letters, paper cuts from handling resumes on nice "paper stock" and/or stapling the ones that came over the fax.
Does anyone remember writing ads and…"
thank you VERY much for going to bat for us seasoned Corporate recruiters, who work really hard at going after and keep relationships with passive candidates. I am not a job board screener, I am a recruiter after all!