Hi Brian and Kristina,
I think these posts that I have been reading are great. As a software architect who came over to the dark side and became a recruiter this is obviously very pertinent to what I am now doing. I do think my background gives me an advantage over my competition when it comes to understanding the technology I am recruiting for. My goal is never just to get in you in front of a client and hope you get the job. I'd rather partner with you to understand the fit and then find you the right role. Let's flip the script from the negative aspect of job postings, can you share your thoughts on what makes a great job posting? If you think of the components of a job description as being modular i.e. company description, responsibilities, required skills and compensation/benefits. How would you structure them? Tightly coupled or loosely coupled :-)? What details are most important to you? Remember, this post started when a very reputable agency in NYC posted their job description and it was shredded for needing too many skills, collecting resumes etc... I would imagine there are a lot of people reading these posts from recruiting agencies, perhaps we can take something away from this discussion to better serve the NYCPHP community. Cheers, Kainne E. Hansbury Consultant Technology Division Winter, Wyman & Company - New York Direct Dial: 888.418.9435 Find me on LinkedIn: http://www.linkedin.com/in/kainnehansbury
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