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No Shortage of Opinions on Employer 'Pickiness'

Our story on why so many positions remain open for so long generated a wave of comments from eFC users. Join the discussion here.

Are Employers Too Picky?

It takes months to fill an opening, hiring managers lament. It takes months to land a job, applicants complain. If both sides want speed, what's taking so long?

"Employers should focus less on whether someone as a specific skill set and more on whether the candidate has the intellectual horsepower to learn the skills that are required," wrote one user. "Only employers can bridge the structural unemployement gap by focusing their recruiting efforts on PEOPLE as opposed to SKILL SETS." On the other hand, "a lot of hiring managers have gotten burned by hiring someone with good interviewing skills but no follow through," another believes. "This might be the reason they are so hesitant to hire someone who has not specifically executed the job they are looking for."

Add your thoughts to the story here.

So You Want To Be A Wall Street Programmer

The financial industry is a big playing field. As domains go, the type of specific work varies greatly, and what is applicable to some IT professionals may not be applicable to others. Our primer on the IT landscape resulted in comments about necessary tech skills and the hazards of working for small firms. Check them out, and make your own thoughts known, here.

author-card-avatar
AUTHORMark Feffer Insider Comment
  • 20
    20 year financial headhunter
    31 May 2007

    1) hiring process often gets side-tracked or terminated due to changes upstream from the position...senior management is replaced, new management wants to do something different
    2) some positions are never intended actually to be filled( eg. "diversity" positions, often listed only to accomplish interviews that are necessary to satisfy Department of Labor investigators.
    3) few positions are ever open to people who "can" do the job, most are only to people who "will for sure" do the job (an astounding track record and/or portable clients).
    4) Nobody hires for a worthwhile position on a "people" basis, just betting that an individual will do what's necessary.

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