4 Reasons Job Descriptions Eliminate the Candidates Who Create the Most Value

It could have been just another spam LinkedIn request. But, this time, it wasn’t…or at least that's what I thought.

Listen, I get contacted constantly by folks on LinkedIn. And, for the most part, I love it. But, anyone who’s on LinkedIn knows that there’s also a lot of junk connections—people trying to hire you even though they haven’t actually read your profile, and people trying to sell you something random without ever taking the time to learn about you.

And, I get it. It’s cool. LinkedIn is an extremely powerful way to network, discover new opportunities, and follow your connection’s career paths. I personally love it. And, it’s created a ton of business for me.?

But…I may be a bit different than many of you. Why?

For more than a decade, I’ve been a contributor to Forbes and Inc. leadership channels. And, yes, I have a knack for getting attention in other publications as well. What’s the point? Well, I get a ton of LinkedIn requests from people and companies who simply want press. What does all this mean? It means that I talk to a ton of people on LinkedIn, and it means that I need to be cautious about filtering my conversations.?

Until…someone actually pays attention…

Here’s what I’m talking about…

I have always left my “Open for Work” status turned on, in LinkedIn. Why? Because any conversation can lead to your next step of brilliance—a job, a contract, a consulting or speaking opportunity, or a professional relationship. So, where am I going with all of this?

I was recently contacted by a headhunter. That’s always fun. I’ll listen. But...

This is the first thing she said, “Todd, you might be over-qualified."

“Overqualified for what?” I responded. "You haven't even mentioned a job."

“For most of the jobs out there,” she responded.

Wait, she’s saying I have too much experience—in too many areas—to add value to ALL existing organizations? Huh?

Or…

Is she really saying “Job Descriptions don’t offer enough salary, opportunity, or skill-diversity to match my profile and experience?"

"Why'd you contact me then?"

"Well, your experience is highly impressive."

Seriously, this is a weird question, but do companies only want to talk people who will stop adding value, if that value doesn’t neatly fit into a job description? And, if so, isn’t that just wrong?

Here’s my point…

Are companies shooting too low—hoping for non-experienced rockstars (which DO exist) so they can fit into a structured salary range, expectation range, and title??

Or, is there a bigger problem? Is the process of recruiting and hiring all wrong? And, are Job Descriptions (labels, definitions, buckets, positions) to blame?

Curious after this headhunter reached out, I went online to look at job postings and descriptions--because it's been a while. Yep. By scrolling through many, it would seem difficult to find matches.

However, this leads to a bigger question: Why are companies searching for the person who might meet the lowest expectation (for price) rather than the person who could add the most value to your organization (for profit)?

Here’s why ‘Job-Descriptions’ eliminate the best ‘value-creating’ candidates…

1. They search for unicorns. Yes, there are diamonds, unicorns, or whatever you choose to call them—employees who positively impact you in a way you couldn’t have imagined.. And some organizations find them. But, few organizations know how how to keep them—because the organization gets stuck on job descriptions.?
2. They focus on the values of the organization. This seems like a good thing. And, it is, kinda. But, unless an organization actually cares about what their people value (in their own lives) the company is simply playing a game of values-manipulation—meaning “We want you to care about us, instead of the things that actually inspire you.”?
3. They limit the potential of people. Think about this. Especially today. Yes, a Job Description details the tasks expected from an employee. But, what if that person (outside of the skills necessary) has a massive social following, or a second language, or experience from another organization that could inform a big strategical decision? None of this was included in the job description? But is it valuable? Of course it is. What is the value of each individual? You’ll never know, because you’re only looking at how they match to a job description. ?
4. They filter potential. Let’s just be totally transparent. We hire people we trust. We hire people we have relationships with. We hire people for their attitude. And, Job Descriptions never focus on any of these things. It’s simply focused on whether or not you believe a person can meet the most basic expectation—to complete a task. It’s never actually focused on what motivates the candidate and their personal inspiration center.?

People connect with people.

Let people rise to all they can become and contribute…because WE want to perform!

“I think you’re over-qualified” she said.

“You reached out to me,” I replied. “I’m not over-qualified for anything if I add enough value.”

BTW…I seriously engage in any conversion on LinkedIn.?Reach out. Connect.