How should a recruiter divulge information regarding the job to the applicant with respect to timing?

What will be an ideal response?

After the firm has identified the more- and less-attractive aspects of the job and the organization, a decision needs to be made about when to communicate this information to applicants. The content of the recruiting message is likely to change over time, focusing initially on broader issues, such as the job title, the general nature and responsibilities of the job, and the job's location. At the initial stage of making contact with a potential recruit, the communication is intended to allow each party to quickly and cost-effectively assess the general likelihood of a fit between the applicant's competencies, values, and experiences and the organization's particular job openings. If the organization has an opening for an accountant but the potential applicant has a background and an interest in marketing, the recruiting effort is not likely to be pursued further by either party. As the fit between the recruit and the job begins to look better, information that is more detailed is provided about the job's requirements, responsibilities, authority level, and advancement potential. Job candidates are typically interested in learning all they can about the organization's strategy and position in its market, the firm's available training programs, travel requirements, and the stability of the job and company. Candidates may also be interested in learning what they can about the organization's values and culture, and the recruitment messages from the company can be designed to inform the candidate about these issues both directly and indirectly. Compensation issues can be discussed at any time but are often reserved for late in the recruitment and hiring process.