Why Are Job Descriptions Practically Useless?
We believe that the use of qualifications-based job descriptions contributes to why many companies cannot find top talent. Simply stated, job descriptions do not define compelling jobs, which is what top talent seeks. Most job descriptions are a boring list of skills, qualifications and required years of experience that define people rather than positions.
1. Job descriptions are a shortcut. Too often, hiring managers and HR professionals use the job description to quickly develop a list of candidates for consideration. This shortcut to sourcing tends to lead to poor hiring decisions. Harvard’s Michael Watkins author of “The First 90 Days” says 58% of new executives hired from the outside don’t succeed in the first 18 months.
2. Job descriptions exclude high-potential candidates. Remember the best talent may have fewer years of experience or qualifications, but make up for it with superior prior performance.
3. Top talent is looking for challenging career enhancing opportunities. A job description that defines them, and not the challenge of the position, simply will not be enticing. If you want to hire superior people, you must define superior performance.
Find out how to define superior performance and better evaluate your candidates. Read the rest of this article on our website.
|
|
About Zenzola Group, Inc.
Zenzola Group is an executive search consulting firm specializing in the development of hiring strategy, performance profiles for positions and successfully finding the perfect candidates for your positions – especially high aptitude professionals that aren’t actively looking.
The firm also offers remarkable international and expatriate expertise.
 The Zenzola Group Process™
Zenzola Group utilizes a proprietary hiring process that is proven to locate and successfully hire perfect-match candidates for your critical positions.
Learn more about Zenzola Group.
|
| |
|
