A job description or a person?
Most people would think that these are two totally separate entities. How could a job be a person? I know I got confused at first with that statement. The reality is, when a company is looking to hire, this is the first trap they fall into.
When thinking about hiring a new person, the first thing a company does is write down the descriptors that seem to fit the position. These can be the degree required, the number of years of experience, leadership skills, selling skills, and geographical location. These are all great things to have in mind, but in truth, they are describing a person, not a job.
If a hiring manager was asked, “In the next six months, what is the largest goal for this position to achieve?” This will lead into the discussion about what the job will actually do on a day to day basis, not just what the person in the job needs to qualify for the position. The hiring manager may answer that the position needs to develop a new three year plan for a particular product, so the talent acquisition team can now go forth and find candidates that have planning and product development skills along with their four year degree.
A generic job description is the downfall of both recruiters and companies alike. This leads to hiring challenges, such as diversity hiring trials, an artificial skills gap, and the reason why companies are finding it increasingly difficult to find talented people. However, companies around the world are using generic job responsibilities to attract and screen new employees.
If you are struggling finding the perfect candidate or the perfect job, contact Connor|Caitlin Talent Solutions.