5. If it is important that candidates have experience in an organization similar to yours, then pay attention to the size of the organizations they worked for and the types of service or products provided.
Many organizations feel that candidates must have experience in their field to be qualified for the position. If the hiring manager requires matching experience, you can easily screen resumes for relevant jobs. However, if the hiring manager is willing to consider candidates with similar experience, then your task is quite different.
For example, is it important for candidates to have experience in a large company, but not necessarily in your industry? Is it important that they have sales or retail experience, but not necessarily with the product your company sells? You’ll need to do a careful review to see if the candidates have relevant experience when it comes to the size of the companies they’ve worked for, types of services provided, processes used, organizational culture, etc.
Another example: if you’re searching for a Human Resources Director at a university, the candidates should have experience with a diverse population, be able to work with PhD’s, have experience with recruitment of faculty as well as security officers, facility directors and policy makers. So, determine the level of “match” that’s important to your organization.
