One of the most common requests or objection I get as a recruiter, is “send me a job description, and I’ll decide if I want to talk.” Here, at Boaz Partners, it is not our process to send a job description before a conversation with our candidates and here is why…

  1. We don’t know what types of jobs you are interested in. – At any given time, our firm has 30+ jobs on our desk. Yes, we are reaching out to you because your background, from what we can see on Linkedin or based on your job title, is a fit for at least 1 of our opportunities; BUT, without knowing what you see as your next role, and what your “wish list” for a new opportunity looks like, we could be presenting the wrong role(s) to you by simply sending a job description. You could have missed out on your dream job, because we didn’t know what that looked like for you prior to sending the specifications. By first spending time on the phone with you, we can learn the types of opportunities you are interested in and can better match current (and future) roles to your background and wants.
  2. Avoid Bias.- Without a job description to reference, we can be sure your “wish list” items are authentic and not tailored to fit the requirements of the opportunity. download
  3. Job Descriptions are vague, and don’t tell the whole story of the position or the company itself. – Similar to how your resume doesn’t tell tell the whole story of who you are. With every job we take, there is a 75+ minute conversation with the hiring company and hiring manager to gain a deep understanding of the role and how it fits into the organization, much better than a 350 word job description could. We understand what it will take to be successful in the role, what success looks like, and what the ideal candidate’s background and personality is.  Job descriptions are a “wide net” used to pull a large pool of candidates, but when working through a recruiter who truly understands the role, a conversation regarding the nuances of the opportunity provide more in depth, pointed details, getting to the nitty-gritty of what the job is all about.
  4. Confidentiality is an important part in how we work. – Now let me explain, a job description is essentially a resume for our client companies. A candidate would be pretty upset with us if we sent their resume to every company we knew, the same is true for our clients: we don’t send their information out to every candidate who asks for it. When it was determined the candidate would be interested in the job based off of the phone conversation and  the client would be interested in speaking with the candidate, is the identify of the role and organization revealed prior to submission with the candidates consent.

Our ultimate goal is to be a partner to our candidates and clients in the market place, and a liaison between clients and potential candidates once we have found a match. Making a job change is a stressful time in anyone’s life, and we want to ensure it presents a long-term, lasting fit where both the candidate will be satisfied with their professional life and an organization gains an exceptional talent to their team. We have found that spending the time talking with people versus pushing paper around is the best way to accomplish that.


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