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We realized that the lack of coherent content in a job description is at the root of the problem. With no real discriminating information in the posting, you can expect that almost anyone might apply. Read this one:

Responsibilities:

First level sales representative who working from both a self generated lead pool and lead generated pool, responsible for securing profitable package sales and upgrades to new xxx Small Commercial customers. Maximize customer satisfaction and retention by initiating post installation follow-ups.

Duties and Responsibilities:
1. Sell products within assigned territory consisting of small commercial customer accounts, maintaining assigned sales quota and following established guidelines.

2. Identify prospects utilizing creative lead generating techniques and maintain productive working relationships with existing customers.

3. Present sales presentation and proposal to prospects, identifying positive features and advantages of our products and services over those of the competition.

4. Adhere to current xxx policies, procedures, products, programs and services.

5. Follow up with prospects.

6. Prepare final contract for signature.

7. Process work order and complete all paperwork in accordance with approved and standardized procedures.

8. Post installation follow-up by contacting customer ensuring commitments were met and generating referrals.

9. Maintain customer retention by affirming customer satisfaction after the completion of both 6 and 12 months of service.

10. Maintain a fundamental knowledge of products, services and customers' issues and typical needs through in-house training and reading/research.


Knowledge:

Education: High school degree or equivalent.

Experience: 1-2 years small business or technical equipment sales experience.

Skills: Excellent interpersonal skills. Strong communication skills. Flexible Style ("do whatever it takes" approach). Aptitude for problem solving; ability to determine solutions for customers (consultative sales approach).

Other: Valid drivers license with clean driving record. Ability to work a full time schedule. Available for local travel. Ambitious results oriented individual with entrepreneurial drive.

With no particular skills or education required and no way to really tell what doesn't work, the job posting begs for volumes of resumes. It wouldn't be all that hard to describe the company itself (it's one with a fairly peculiar culture) in a way that discouraged applicants.

The point we're making is that Recruiters CAN control the output of a job board. When economic times are tough and there are lots of candidates, tighten the requirements. When the labor market is tight, make the company and the job more attractive. After nearly a decade of automated data flowing, it's really a surprise that the job boards don't teach their customers how to use the tools any better than they do.

Expect this to be a topic at the ERExpo Job Board Panel.

- John Sumser  

interbiznet is now offering single topic reports for the Industry.

The first offerings are:

   The 21st Century Advertising Agency
   Recruitment Branding Part I
   Recruitment Branding Part II - The Mechanics

Email Colleen Gildea for your copy in PDF Format.

View Table of Contents at http://www.interbiznet.com/briefs/.

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