TO THE EDITOR:
Regarding "To find enough workers, widen the funnel a bit," Oct. 11: In my practice (since 1980) of recruiting on behalf of automotive suppliers, my clients engage me to locate and deliver candidates with specific qualifications. True, especially in highly technical environments, key qualifications and achievements are the price of entry — yet I encourage our clients to also consider what I term the "gray areas." These include important qualities such as attitude, motive for change and work ethic — all essential, yet they don't typically appear on a resume.
Hiring authorities can often (understandably) focus on what I term a halo effect — a blockbuster qualification that they believe will solve all of their problems. And maybe it does. However, it may also mask underlying issues, which could be detrimental to the company mission.
My best advice is to hire the best "athlete" rather than having a comprehensive qualification checklist. It has proven to be successful in the long run.
JOSEPH GIACOMIN, Managing director, automotive group, Angott Search Group, Rochester, Mich. Angott is an executive recruiting firm.