“What do you mean, I haven’t focused on it,” Ethan protested. “I spend a lot of time, in between projects, thinking about hiring for this position. I have two ads running right now. Believe it, or not, we’ve had more than 400 responses.”
“Congratulations, on getting responses to your ad,” I replied. “Almost like getting email spam?”
“You got that right!” Ethan chuckled.
“Look, it’s easy to get resumes,” I continued, “but focus on hiring talent takes more than a bunch of resumes. Let me see the role description.”
“We haven’t written that, yet,” Ethan squirmed. “We wrote the ad, and we will write the job description before we actually hire the person. We just want to make sure we have a good fit, before we commit too much in writing.”
“Oh, really?”
“Of course. I mean, you never know who we are going to extend the offer to, and who, in the end, will accept the position. If it’s somebody good, we may want to upgrade the job description.”
“So, you have no clue, who you really need in the role, related to skill set, or time-span capability?”
