Part of being an effective professional recruiter or an effective manager of others requires that you have insight into the nature of open roles for which you are hiring. Not all jobs are the same. Choosing the recruiter process which best matches the needs of the open role for which you are hiring is the best way to avoid ‘costly’ and ‘demoralizing’ bad hires.
Well-defined jobs in well-established organizations have stable job descriptions. New or rapidly evolving jobs in innovative or rapidly growing organizations do not. The job is changing faster than the “words on the job description” can keep up.
Recruiting and hiring decision makers (managers) know this difference. This pdf describes this and shows how you can avoid making ‘bad hires’ when you are recruiting for new or rapidly-evolving roles.
