Pre-great recession was a time of tremendous job creation, and tremendous talent availability. It was not uncommon to find several candidates very quickly who would match item- by-item on the requirements list of skills and experiences. With a shrinking talent pool and growing skills gap, it may be time for hiring managers to refocus the attention to a candidate’s core abilities and strengths, and the potential to train a candidate who is perceived to be a good fit for the long-term. Software tools are no doubt important, but sometimes an experience requirement can be waived and made up later with auxiliary training.
