The Job Description is The Problem

[Joywtseo421]

The job description is at the root of this badly designed hiring process. This type of traditional job description does not produce the best performers and I have never come across a firm whose stated intention was to hire anything other than top performers. Even if a top performer were to apply one time with a process like this and get an immediate rejection it is unlikely they would do so again. There is a better way to reduce the number of unqualified candidates and to attract the best performers and it is simply to list the key objectives of the role.


The number of years of experience and other must have criteria are a barrier to hiring the best performers. We have all met and worked with people who were light on the number of years experience but were still capable of tunisia phone number library doing the work. If this firm had stated what measureable, tangible results they expected within the first 12 months this would give all candidates a much clearer idea of what constitutes on the job success. All roles like this can be broken down to 5 to 8 key objectives. This will typically consist of a major objective, a sub objective, problems to be solved, and technical skills in action and will take the form of SMART (specific, measureable, action based, results oriented and time based) objectives.


If candidates were asked to submit examples of where they had achieved comparable results, those who had not would be unlikely to do so. Top performers would be more likely to apply as they can clearly see if the role is one that will be challenging. This would result in less applications but more time available to be spent on those who had provided real examples of where they had accomplished comparable results. Candidates should be hired to deliver results and not because they have X number of years of experience. This would be a far better way to improve the first part of the process.