Decoding JDs: Hidden Elements & Biases (What it Says & What it Means)

Many times, beyond the listed qualifications and responsibilities, JDs often contain implicit requirements and unspoken expectations that can influence hiring decisions. These hidden elements and biases may subtly shape the quality of the candidate pool. This article uncovers what JDs explicitly state versus what they implicitly convey, examines role-specific biases, and offers insights for creating more inclusive and effective Job Descriptions.

What It Says and What It Means

Job Description (JD) content can be classified into explicit and implicit details.

Explicit Content:?Typically, a job description details the essential duties, necessary skills, educational background, and experience level. For example, a software developer position might list proficiency in specific programming languages, years of experience, and academic qualifications.

Decoding Implicit Messages: Beyond these stated requirements, the language and tone of a JD can convey unspoken expectations. Phrases like "fast-paced environment" or "self-starter" imply a need for adaptability and initiative without explicitly stating it. Additionally, the choice of words can suggest preferences for certain personality traits or cultural fits.?

Here is a handy guide differentiating between” what a JD says and what it could mean.

Decoding JDs

JDs are rarely well constructed. The scope of improvement in the construction of JDs is reflected by a dipstick poll, where none of the respondents believed that JDs reflect the actual responsibilities or culture, particularly in CXO roles.?

Based on the JD, LinkedIn can give us an insight into the talent market, and we can use that data to influence the must-have and nice-to-have skills:?

• Is there enough talent in the market for the aspirational skills listed in the JD? In that given location within that seniority group, with those qualifications? These are the market insights that a recruiter can bring to the table.
• Is this role attractive to the peer group? Is it aspirational for the targeted community (Attractiveness)
• Scalability of the role: The two sides of the coin here are a) career growth for the candidate and b) how the role may evolve over the next two years and what skills it will require then (for example, an IC role evolving into a managerial role, which requires different skillsets).
• Is this role filling a current vacuum or an ambitious hire??

What is not written in the JD: Introduction of “Wild Cards”?

Sometimes, the most promising candidates may not perfectly align with every Job Description (JD) requirement. Rigid adherence to the JD can lead to overlooking individuals who possess the essential skills and potential to excel in the role despite lacking specific formal qualifications. Good recruiters can spot these wild cards (60-80% fit) and bring them to the loop. I highly recommend adding them to the process :)?

Adopting a more flexible approach allows recruiters to introduce different personas of candidates requiring different "trade-offs" (for example, skills vs. qualification, pedigree vs. experience, and many others) to enable informed and quick decision-making.

Any experience where you considered a candidate for a role position who lacked specific criteria, such as years of experience, but showcased exceptional skills/successful project outcomes in previous roles? Despite not meeting all JD requirements, the candidate was hired and significantly contributed, proving the value of flexibility in the hiring process.

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