#TalentAttraction #Tuesday DO YOUR COMPANY’S JOB DESCRIPTIONS REFLECT REALITY? GOLD MEDAL RECRUITING STEP 2

By RecruiterGuy | March 1, 2022

If they do not reflect reality, your managers are sourcing and hiring the wrong candidates. How many times have your managers complained that HR cannot seem to find the right candidates? Unless Human Resources is writing the job descriptions without the managers’ input, they should not be blamed.

Where Do Most Job Descriptions Go Wrong?

In many companies, there is confusion on the difference between a Job Posting and a Job Description.

A Job Posting is a marketing piece that is used to attract candidates. A Job Description should be an accurate description of the position. If the description is not accurate, the company’s Applicant Tracking System will compare the wrong Job Description to the Applicants’ resumes. Therefore, a person with the perfect experience for the position that has evolved will be screened out of consideration.

Once the Hiring Manager (who should Write the Job Description) submits it to Human Resources for clarification of terms (someone who is not a Leader, should not be required to Lead), The Job Description should be reviewed for accuracy.

Many times, an employee who was in the position previously, excelled in their job – and was promoted. If this is the situation, the Hiring Manager’s expectations for the results in that position have changed. Now the original job description needs to be adjusted to reflect the newly expected duties and responsibilities. Rarely are these Job Descriptions replaced by the new ones.

How Do We Ensure Job Descriptions Are Accurate?

My suggestion is to request that employees are asked to journal their duties for a month at the beginning of the fiscal year. During the last month of the fiscal year, in preparation for their Annual Review, they add their newly added duties, responsibilities, and accomplishments (especially if they will be promoted!).

My Super Suggestion is to work with the employee to create the 3 month, 6 month, 9 month, and 12 month goals for their position. These goals will be the measure of success during the year. Employees want to know the details of how their performance is measured. Too often, they feel the Manager took a dart and hit exceeded/met/did not meet on the dartboard.

Remember if Engaged Employees are your company target, assisting the team with their goalsetting will create a team reaching to meet or exceed their goals. A Goalsetting and Achieving Employee is, by definition, an Engaged Employee.

Once you and your employees develop your job descriptions, the Magic begins!

What is the Job Description Magic?

When your Manager confirms that the Job Description clearly mirrors their expectations for the job, the sourcing for the best qualified candidate may begin. Remember that your candidates should not be limited to your industry (outside of the hard sciences where direct industry experience may be required). An occasional disruption created by a uniquely qualified candidate may create a new product or service that turns your industry on end – think Tesla in the automobile industry.

The questions for the position interview should be derived from this new job description. Feel free to probe candidates’ responses, especially if they sound contrived.

Following the interviews, the Hiring Manager and Interview team should meet to determine the best fit based on the Job Description, and the candidate’s Skills, Attributes, and Experience.

Once the Selected Candidate accepts and becomes an Employee on their first day, the Hiring Managers meets with them to discuss the 3 month, 6 month, 9 month, and 12 month goals

During the year, the Manager/Employee one on one discussions are based on the stated goals and performance. At the end of the year, the Employee updates the Job Description based upon their experience.

The magic this process provides is an annual Position Description update, increased Employee Engagement, better Manager/Employee Communication, and a more accurate Assessment of Candidates for the position.

Talent Attraction Mirrors The SALES Process Perfectly

Over the next 12 weeks, we will explore each step of the SALES Process that is called Talent Acquisition, Recruiting, Recruitment, Talent Attraction – and in some organizations !#%@%$&$^*.

Recruiting is Not Magic. It is Focused, Hard Work.

Talent Attraction is Better than Talent Acquisition!

If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).

My Talent Attraction speeches benefit your Association Membership and your Organizations. Please consider – If my Speech saves your members only ONE Recruitment fee, it has paid for itself.

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.

The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/

Why am I known as The Candidate Whisperer? See below –

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Mark Victor Hansen (Co-Founder of Chicken Soup For The Soul series) endorsed my book! “You get what you expect in life. It’s true scientifically and theologically. Bill Humbert now shares irresistibly compelling insights on how to use it to achieve every good thing you want.” MVH

With over 40 years of Talent Attraction experience, I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

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