How to Turn a Job Opening into a Dream Job for Top Tech Talent
Eric Elliott

Well, bad hiring costs so much (https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/#55e4847a4aa4) and the big issue is the *mismatch* between what the organization needs and what the candidates bring to the table. You make some excellent points on after-hiring steps but before that:
- Hiring managers should invest in writing personalized job descriptions that Make the candidates think if they fit into your organization’s culture, conduct, and coffee hours.
- Stop screening candidates by their resume — Seth Godin questioned resumes in 2008 and these are woefully inadequate to communicate how the candidate is good fit for your team. Ask them for their story (a success story from past work experience).

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