<story><title>You Only Need 50% of Job “Requirements”</title><url>https://talent.works/blog/2018/11/27/the-science-of-the-job-search-part-vii-you-only-need-50-of-job-requirements/</url></story><parent_chain><item><author>rossdavidh</author><text>I think many people write their job description&amp;#x27;s requirements, as if it were the opening stage of a negotiation.  You list everything you want as if it were a requirement, and you will only get about half of that.  But the problem is, it isn&amp;#x27;t a negotiation, it&amp;#x27;s a minimum spec (especially if you put the word &amp;quot;required&amp;quot; next to that line), and so many quite good candidates won&amp;#x27;t apply.&lt;p&gt;However, typically, I see 20-30 requirements, many of which (e.g. &amp;quot;passionate about software development&amp;quot;, &amp;quot;good communicator&amp;quot;) aren&amp;#x27;t specific enough to tell the candidate whether they are a good match or not (do poor communicators know they are poor communicators?).  Of the rest, really only 2 or 3 are actual requirements, and the candidate has to guess which those are.</text></item></parent_chain><comment><author>SilasX</author><text>&amp;gt;I think many people write their job description&amp;#x27;s requirements, as if it were the opening stage of a negotiation. You list everything you want as if it were a requirement, and you will only get about half of that. But the problem is, it isn&amp;#x27;t a negotiation, it&amp;#x27;s a minimum spec (especially if you put the word &amp;quot;required&amp;quot; next to that line), and so many quite good candidates won&amp;#x27;t apply.&lt;p&gt;They have the option to distinguish &amp;quot;minimum&amp;#x2F;required&amp;quot; vs &amp;quot;nice to have&amp;quot;, though.</text></comment>
<story><title>You Only Need 50% of Job “Requirements”</title><url>https://talent.works/blog/2018/11/27/the-science-of-the-job-search-part-vii-you-only-need-50-of-job-requirements/</url></story><parent_chain><item><author>rossdavidh</author><text>I think many people write their job description&amp;#x27;s requirements, as if it were the opening stage of a negotiation.  You list everything you want as if it were a requirement, and you will only get about half of that.  But the problem is, it isn&amp;#x27;t a negotiation, it&amp;#x27;s a minimum spec (especially if you put the word &amp;quot;required&amp;quot; next to that line), and so many quite good candidates won&amp;#x27;t apply.&lt;p&gt;However, typically, I see 20-30 requirements, many of which (e.g. &amp;quot;passionate about software development&amp;quot;, &amp;quot;good communicator&amp;quot;) aren&amp;#x27;t specific enough to tell the candidate whether they are a good match or not (do poor communicators know they are poor communicators?).  Of the rest, really only 2 or 3 are actual requirements, and the candidate has to guess which those are.</text></item></parent_chain><comment><author>mbesto</author><text>&amp;gt; I think many people write their job description&amp;#x27;s requirements, as if it were the opening stage of a negotiation.&lt;p&gt;As someone who has written and hired technical talent - this is absolutely true.&lt;p&gt;&amp;gt; so many quite good candidates won&amp;#x27;t apply.&lt;p&gt;I agree with your sentiment but generally disagree in practice. The reality is I get 100&amp;#x27;s of applications that are nowhere near qualified for positions I&amp;#x27;ve listed. We&amp;#x27;re talking like recent grads applying for a VP of E-commerce (~10 years exp on the spec).</text></comment>