Job Descriptions are Dead
RIP: The Job Description is DEAD!
It may come as a surprise to hear that the chances of attracting your dream candidate won’t be the result of an average bread-and-butter job description.
Has the Job Description Become Obsolete?
So you’ve established what your perfect candidate looks like. You now have the critical task of recruiting someone who ticks all the right boxes. But what happens next? And more importantly, which real outcomes should your standout candidate be able to deliver? Let’s break it down into simple terms. Your advert should be short, concise and to the point. It should briefly describe what the job entails without prescribing how to do that job. Detail the characteristics of the person you are looking for, so a person reading it can either select or deselect themselves accordingly. So many time people want enthusiastic, positive people but never state that in any advert and then get disappointed when the opposite person applies for the job.
This is known as outcome-based recruitment.
Now let’s observe the job market 30-40 years ago when things moved at a much slower pace. Job descriptions had a proper place in the heart of the business world because the change in the workplace was so minimal. Many people also perceived this detailed and often formal style of the job description as a highly effective strategy for winning the top standard of employees.
Technology Continues to Evolve Business Performance
Fast forward to present day and companies grow at a much faster pace.
One major driving force behind this rapid change is technology. As the thriving business landscape continues to evolve and change attitudes in the workplace, so does the way we think, work and communicate as managers and recruiters.
So where does this leave the role of the job description in today’s crowded market? Rather than perfecting every paragraph on your next job description down to the letter (and then some), the best route to success involves focusing on your desired outcome for the vacancy.
Here are some practical leadership strategies you can put into practice today:
1) Discover and practice the ten conditions of success. Ultimately, suppose your goal is to exceed sales targets, boost profit margins or generally improve how your organisation performs. In that case, it’s time to ditch the job description and focus on the outcome instead. Think what winning looks like in that role and come up with ten conditions of success. This method gives the candidate a clear indication of what results you are expecting.
2) Transition into an outcome-based hiring system. When you identify clear goals at the start of the hiring process and can set a realistic time frame to achieve those goals, your company will almost certainly benefit from better quality results. Much like a premiere league sports team, you must be able to hold everybody accountable for their tasks and work together as a reliable team – keeping in mind that desired outcome. In today’s workplace employees are very resourceful and will often find better ways of helping you achieve your desired result then you currently have in place.
So if you’re interested in building an outcome-based business as opposed to the outdated job description approach, get in touch.
And remember, failing to learn is learning to fail.