tag:blogger.com,1999:blog-6412383867693828772.post5175135717266834982..comments2023-10-08T10:28:12.158-04:00Comments on Charitable Advisors: Searching for a Key Employee - The 7 No No's - by Hildy GottliebCharitable Advisorshttp://www.blogger.com/profile/13313096581661063547noreply@blogger.comBlogger1125tag:blogger.com,1999:blog-6412383867693828772.post-64422930155012403142012-06-05T16:27:36.219-04:002012-06-05T16:27:36.219-04:00I agree with going beyond just the job description...I agree with going beyond just the job description and using the organization's long term goals. I advocate putting thought into developing a job success factors document for each open position so that, in addition to the essential duties, the candidate has a reference that illustrates what it will look like for the candidate to be thriving...for example, six months into the job. Also, utilizing <a href="http://www.exacthire.com/applicant-tracking-software.html" rel="nofollow">applicant tracking software</a> technology in the hiring process can easily automate the employer's ability to collect more objective information about applicants earlier in the process - as mentioned in point number five about not going straight from the resume to the interview.Anonymousnoreply@blogger.com