Transparency and “Good” Applicants

Many thanks to Lifehacker.com for starting a discussion on the apparently heated debate of résumé length.  I was surprised at how many different (and vehement!) opinions were out there.  Great points were brought up about the number of applicants and experience level.

My initial thought: employers should state what they’re looking for.  They post jobs and qualifications, why not post expectations?  It doesn’t seem difficult.  And why limit this to résumé length?  Wouldn’t HR’s job be easier if every company had a page of their website called, “How to be a good applicant” or some such?  Kind of like a twitter landing-page that Beth Kanter blogged about a couple of weeks ago, or email etiquette pages like ThanksNo.com (thanks again, Lifehacker!) you can refer people to.  

What would we call it – an applicant splash page?  Why be so secretive about the basics of our organizational cultures?  Do the benefits of such passive-aggression outweigh the potential benefits of increased transparency?  Would it help or hurt efficiency?  Would applicants like this or be irked by it?  Do some organizations already use one, and if so how is it working?

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