GSquared (7/26/2012)
Steve Jones - SSC Editor (7/26/2012)
derek.colley (7/26/2012)
My advice would be to hire a company to find a DBA for you.
Sorry Abel but this is god-awful advice. I recently got involved in a round of recruitment for a new DBA and the companies (agencies) we contacted just could not come up with the goods. When I asked around at the UK User Group in Manchester a few weeks ago, everyone agreed, agencies just aren't the right way to find a good DBA.
I'd disagree. In the US, they are hit and miss, but they do hit. Not sure it's better/worse than you doing it alone.
Use agencies/recruiters, just don't use them exclusively.
I'll second Steve on this one. I've had recruiters get me into jobs that weren't even DBA work but were listed as such and interviewed as such (which was weird), but I've also had them get me great jobs.
I've also seen it from the hiring side. The recruiter that got me my current job has provided 6 great team-mates at this place, and 1 complete disaster. The "complete disaster" (a) didn't get very much done, and (b) all of it had to be scrapped and re-done from spec by others, and (c) had ethics issues, and (d) was divisive in the team (tried to create conflicts and blame others, that kind of thing). If that person had been the first one brought on by that recruiter, I can't imagine the company would have ever used that recruiter again, and would probably feel about him the way you seem to feel about recruiters in general. BUT, every other person sent to us to interview by that recruiter has been top-notch, so he's definitely worth working with. (After "the disaster" was fired, we informed the recruiter. That agency won't ever work with "the disaster" again, because their rep matters a lot to them, and he hurt it.)
So, they can be good, and they can be bad, and even the best recruiters can have an off-day and let an unqualified person through or pick the wrong opportunity for a good person. But my experiences with them have been mostly good.
I can't imagine you are going to find many candidates with that level of experience in an area with such a small population, or candidates who are willing to relocate there. You should probably consider candidates who would like to work remotely.
The job description is pretty unfocused. Several sections are repeated entirely. If I was looking for a job, it would have turned me off by the end of the first paragraph.
Identify a few critical things you must have and put them right up front, instead of having a 50 line laundry list. Take the rest of the nice to have stuff and put it at the end.
You really need to give some clue about the potential salary range; "Pay Rate $0.00" is no going to attract many candidates.
There is a requirement to "Relocate to Idaho Falls, ID", but no mention of relocation expenses, so that will be a big turn off.