One of HR’s primary duties is to filter out all the people who resume spam postings or who just don’t qualify based on the requirements of the company or the hiring manager. When done, they give this resource of human candidates for the hiring manager to do their vetting.
As far as the job ads, a lot of it can be on a lazy hiring manager giving generic requirements or not reviewing/giving feedback on a posting. All it takes is a simple, “Hey, can you change that ‘soldering experience’ bullet to ‘SMD rework experience (down to 0402)’?” If the position is union-based, what gets put on the ad is largely decided by the union along with the legal department to make sure it’s all in line with the CBA.
The legal department (if any) should be the last.
One of HR’s primary duties is to filter out all the people who resume spam postings or who just don’t qualify based on the requirements of the company or the hiring manager. When done, they give this resource of human candidates for the hiring manager to do their vetting.
As far as the job ads, a lot of it can be on a lazy hiring manager giving generic requirements or not reviewing/giving feedback on a posting. All it takes is a simple, “Hey, can you change that ‘soldering experience’ bullet to ‘SMD rework experience (down to 0402)’?” If the position is union-based, what gets put on the ad is largely decided by the union along with the legal department to make sure it’s all in line with the CBA.