Weird job description, I know. That’s because hiring is tricky. Consider a typical job posting – employers can spend days wordsmithing every inch. They really care, either because they want to attract the right candidates or because they already know who they want to hire (and need the description to narrowly fit their secret choice). Meanwhile most job candidates don’t even read postings. Candidates skim for anything that’s “close enough” to wangle their way into later, should they get a callback. In economies like this, for candidates it’s all about applying fast and furious.

The unintended consequence is an even greater explosion in resumes for each posting. Trying to manage this, employers write postings ever more narrowly. This doesn’t seem to help (because candidates aren’t reading anyway) so employers resort to alternative screening criteria. Using a two page resume rather than one? You’re out. Typos? Out. Times New Roman font?  That’s so 90’s… definitely out!

Allow me to suggest another way – take a page from Parkinson’s Law; and Other Studies in Administration[1] by Cyril Northcote Parknison (a timeless trove of wisdom of old-school English naval origin). If your job posting gets too many responses – it’s your fault. You wrote it the wrong way. The ideal posting should attract just one candidate who’s exactly what you’re looking for. Sound too good to be true? Here’s how… [click to continue…]

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