HR Staffs and Recruiters Overlook Qualified Candidates

While some businesses can’t find qualified applicants because of shortages in technology, engineering and the like, a survey by found that poor communication prevents some human resource departments from recognizing good candidates in any field.

We’ve seen it at PRofessional Solutions.  HR sometimes rules out skilled applicants because it doesn’t fully understand what the hiring manager wants.

According to an article in USA Today (, “The recruiter often ‘has a piece of paper with skills on it and that’s what they try to get out of you,’ instead of a more rounded picture, says Laura Crafton, . . . who’s seeking a public relations job.”

What we see is a set of literal requirements.  If the PR Director tells HR she wants someone with 5-7 years that’s a range; the HR person reads it as a firm requirement.  When offered a talented and appropriate match who might have 8 years of experience, or a little more than 4 years, HR won’t consider him.

Another problem noted in the article arises when employers rely on overly specific keyword searches.  If the keyword is “accredited” but the resume says ABC or APR the recruiter can miss out on strongly prepared applicants.

What problems have you seen with the screening process that keeps talent from getting recognized?

About Kate Perrin

Kate Perrin is CEO of PRofessional Solutions, LLC, the Washington, DC area's only public relations temporary staffing firm. PRofessional Solutions, founded in 1994, was named one of the 25 largest staffing agencies in the metropolitan area in 2015 by the Washington Business Journal. It's also proud sponsor of Washington Women in Public Relations and the Public Relations Society of America's National Capital Chapter.
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