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.
