Before the applications are reviewed, before the job opening is even posted, you know you need a special candidate. Why? Well, because of whatever previously happened with the position.
I’m not suggesting you need a miracle worker to rescue a program after a prior hiring fail (though, that does happen). Sometimes you need to revamp an earlier version of the job description because of a fabulous employee who doubled the scope of responsibilities. Or perhaps it’s an inaugural position, so you need someone who can work without a roadmap.
There are three instances when a position’s history can be just as important as other job requirements. Read on to learn how you can incorporate it into the hiring process and find the best applicant for the role. Read more...
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