It might be at the company you want to work at, but not be
the exact right job.
Not exact matches
Let's assume the following: A) You've written a
job description that is concise, intriguing and honest; B) you're doing this all on your own, without the help of an HR person; C) you don't have a standardized system of recruiting and vetting; D) you aren't so obsessed with your company culture that you're looking for the
exact right combination of personality, pedigree and the answer «honey badger» to the question «If you could be any animal...?»
(UPDATE, 10:58 a.m.: Here's the
exact quote: «We have a
job crisis
right now, we don't have a debt crisis
right now.
Maybe I'm a future stubborn old man about dating being in - person, but I believe that needs to stay that way and the innovation in this industry should hone in more and more on optimizing the process of getting the
exact right people on first dates with each other — that's its
job.
In an era where a learner can glance down at his or her smartphone or tablet and execute course activities
right as they are on the
job in the
exact environment they will be exercising their
job functions and learn and absorb critical information at the point of need, it seems archaic that we would need to turn to textbooks at all (though they will always have their place, to be clear).
And for recruiters trying to find the
right person to fill a
job opening... the process of selecting the best candidate works the
exact same way.
The end goal being people matched with the
right jobs that meet their
exact requirements.
Even if you can offer employers the
exact experience and skills they are looking for (and more), you'll have trouble getting the
job unless you carry the
right attitude.
Once you carefully scan the
job description, you will find the
exact skills and competencies that the hiring manager is looking in the
right candidate.