“So, Byron, tell me again. Irene, your receptionist prints out all the resumes from the job posting. She puts them in two stacks, one out-of-town, one local, checks for two years experience and then delivers them to one of your supervisors.” I was looking at the way Byron was handling resumes for an open position. He was bit dismayed at the lack of quality candidates.
“Yes, the supervisor has been with us for almost two years, so he knows the job and can cull out the unqualified resumes. Then he takes the good ones to the hiring manager. It works pretty well. That way the hiring manager doesn’t have to waste his time,” added Byron.
“You said it works pretty well at saving time for the hiring manager, but it culls out all the quality candidates.” I was baiting Byron.
Byron’s face suddenly flushed. “That’s not what I said. I said there weren’t any quality candidates out there.”
“But you said you culled out the under qualified candidates and the overqualified candidates. Who do you have making those initial decisions?”
Byron could see that I was troubled by the way resumes were initially reviewed. He wanted to respond more positively, but the reality was setting in. “I guess I have my receptionist and a lower level supervisor making those decisions,” he finally replied.
“Should we look at a different approach?”
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