Employers will lose both fronts in my view whether they rely on a human talent software or on a real human to review job applications. Human Resources should do a better job in establishing the core requirements for each position that is advertised. These core requirements must be job-specific to help candidates decide if they want to apply or not. Within each position description, there are essential duties and non-essential duties. Essential duties matter as they will help with recruitment of the right candidates for the right position. Essential duties, position descriptions, job announcements all are interconnected.
Recent Articles on GovLoop
- How to Secure an Agency’s Many Mobile Devices
- Jump on June’s Online Training Opportunities
- New Approaches for Time Management
- Navigating Uncertainty With Your Mission in Mind
- Rethinking Networks for the Age of AI
- How to Be Productive Without Burning Out
- Improving Agency Efficiency to Improve Public Trust
- Why It Might Be Time to Move on From Cyber Risk Management
- What You Need to Know About Bots and CX
- Why Workflow Modernization Makes Such a Difference
Your point is well-made, Phuong Le!
I confess I’m not easily impressed — what with being a 23-year Navy vet (broadcaster, photojournalist and public affairs specialist), a 13-year federal civilian (public affairs specialist and writer-editor), and having four-plus years under my belt as a contractor — but govloop is truly amazing! I’ll certainly “use” this superb resource to learn and share. Give me a few days to post a profile and photo (a photo sutable for framing, scaring terrorists and cyberhackers, and warding off diseases!) A GREAT SITE! Kudos to those who manage this site . . .