In an attempt to keep applications to only the most qualified candidates, your Human Resources department may decide it’s best to inflate job requirements, instead of engaging more productive hiring methods. The reasoning might be that they simply want to scare away too many unqualified job seekers and thus reduce the load on their department. The problem with that is that could also be scaring away really good candidates too. If you’re posting for an entry level job, it stands to reason that you won’t be seeking someone with 10 years’ experience, so don’t ask for it. It only makes you look unreasonable.
Why Good Candidates Won’t Respond
A fresh graduate job candidate that was at the top of their class, and who may even have some of the extra qualifications you stuffed the advertisement with, usually has their pick of jobs, even in a lousy economy. Companies competing for Millennials, in particular, won’t be impressing these grads with highly demanding job descriptions for new grad jobs. They are quick to spot inconsistencies and aren’t motivated by a show of arrogance or strength. They are more likely to respond to those companies that offer value than those that make unreasonable demands of entry level positions. With so many lengthy applications to fill out, the top candidate is likely to be just as picky applying as you are at advertising unreasonable expectations. You may never hear from them and you won’t know why.
Be Reasonable, Don’t Overstuff
If you need an entry level JAVA developer, don’t require them to be experts in other languages just because it’s trendy. If you have Human Resources post the job, make sure they aren’t overstuffing the ad or inflating requirements to a degree that it no longer really resembles your needs or the available market of candidates.
To put those ads in front of just the right candidates, sign up with specialized job boards, like FirstJob.com.