The Shop Austin

ty, skill set, availability, wage requirements and a host of other criteria. We get to know our people. When the time comes that you need someone, we have a well-edited portfolio of applicants, for you to interview. You won’t waste time with people who don’t meet your needs. By getting to know applicants before we present them with a job posting we get a real sense of who they are. It is too easy for an applicant to be hired by projecting the qualifications you spelled out in your job posting

Imagine you are a trendy clothing boutique. Your job posting might read: Seeking an outgoing, energetic individual who can work weekends in a fast paced environment. Must love fashion and provide excellent customer service. Your interview will go something like this:
You: What are your hobbies? Her: I love reading fashion blogs, shopping, going out with my friends. You: What are you looking for in a job? Her: I really like to stay busy, I hate just standing around. I love helping people, I love retail because I get to interact with so many different customers. You: What kind of hours are you looking for? Her: Anything and everything! You: Are you okay with part time? Her: Sure! Her goal was to get the job, she reflected what your job post asked for, not what she wanted. A week after hiring her she loses the cute clothes for t-shirt and jeans, rather than talking to customers she is constantly stocking the floor, needs more hours and can’t work Sundays. Sound familiar? Now consider that if we had asked her those same questions her answers would have been much different. She would have been inclined to tell the truth so that we could match her with a job she might actually like! And we would have, but it would not have been with you. She would go to the outdoors store that needs a stock manager. You get the fashionista who can’t stop talking about Marc Jacobs spring collection!