How to Create a More Effective Job Description: The MSN List by Shreyas Doshi

Job descriptions (JDs) are an essential component of the hiring process. They provide a clear understanding of the requirements and responsibilities of the position and help hiring managers evaluate potential candidates. However, in practice, many JDs fail to convey what skills and traits truly matter for a particular role. This can lead to confusion and misalignment among the hiring team and result in suboptimal hiring decisions.

To address this issue, Shreyas Doshi , an experienced product leader and startup advisor who has worked at companies like Stripe, Twitter, Google, and Yahoo, has shared a more effective approach to creating JDs on one of his LinkedIn posts. His solution is the MSN list, a simple yet powerful tool that helps cut through the noise of typical JDs and focuses on what really matters for a particular role.

What is the MSN list?

The MSN list is a framework for creating a job description that clarifies what skills and traits are required for a particular role. It stands for:

M: Must have

S: Should have

N: Nice to have

This framework provides a clear structure for evaluating candidates and prioritizing what attributes are essential versus desirable.

How to create an MSN list for a particular role

To create an MSN list for a particular role, it is important to identify the atomic attributes that are specific to the position. These are the essential skills and traits that a candidate must possess to be successful in the role.

For example, let's consider a senior product manager role for a mobile app company. An MSN list for this role might look like this:

?Must have:

Strong product sense

Highly influential communication

Can work well with a highly empowered engineering team

Should have:

Domain experience with mobile apps

Able to create new cross-functional processes

Founded/started things

Nice to have:

Worked on a top 50 app

PM management skills

Strong analytical sense

Each bullet point on the list should be an atomic attribute, meaning it should be a discrete skill or trait that can be evaluated independently. The list should be limited to a maximum of three bullets for each category to ensure that it remains focused and manageable.

Tips for using the MSN list in the hiring process

Once you have created the MSN list for a particular role, there are several ways to use it to create a more rigorous and effective hiring process.

Create the external job description after the MSN list: Start by creating the MSN list before writing the external job description. This helps to ensure that the job description is aligned with the essential skills and traits required for the role.

Get feedback from managers and recruiters on the MSN list: If the role is critical for your team or organization, it is a good idea to get feedback on the MSN list from your manager and recruiting partner. They can provide valuable input on whether the attributes listed are appropriate for the role and offer suggestions for refinement.

Assign M/S/N attributes to interviewers: When creating the interview panel, assign up to two specific Must have, Should have, and Nice to have attributes for each interviewer. This helps to ensure that each attribute is evaluated and provides clarity for the interviewers on what they will be evaluating.

For example, "Bob, you will be evaluating Must have: Product Sense and Should have: Mobile App Experience," and "Alice, you will be evaluating Must have: Influential communication and Should have: XFN abilities."

Remind the interview panel about the MSN list attributes during candidate review meetings: During candidate review meetings, remind the interview panel of the attributes listed in the MSN list. This helps to ensure that the evaluation process remains focused and rigorous and provides a framework for discussing whether a candidate meets the bar.

Benefits of using the MSN list in the hiring process

Using the MSN list in the hiring process has several benefits. Some of them include:

• Increased clarity and objectivity: The MSN list allows you to clearly define the specific skills and traits that are necessary for a particular role. This clarity helps to remove any ambiguity from the hiring process and ensures that all candidates are evaluated based on the same criteria. It also makes it easier to objectively compare candidates and determine who is the best fit for the role.
• More efficient candidate evaluation: With the MSN list, you can quickly evaluate candidates based on the specific skills and traits that are important for the role. This helps to streamline the hiring process and ensures that you are not wasting time evaluating candidates who do not meet the minimum requirements.
• Better collaboration: The MSN list allows you to clearly communicate your hiring criteria to your recruiting partner and interview panel. This helps to ensure that everyone is on the same page and working towards the same goal. It also allows for better collaboration between team members during the hiring process.
• Improved candidate experience: By using the MSN list, you can ensure that candidates are evaluated based on their skills and abilities rather than subjective criteria. This creates a more positive and fair experience for candidates, which can help to improve your employer brand and attract top talent in the future.

?In conclusion, the MSN list is a simple yet powerful tool that can help you create greater clarity and objectivity in the hiring process. By clearly defining the specific skills and traits that are necessary for a particular role, you can streamline candidate evaluation, improve collaboration, and create a more positive candidate experience.

So if you're tired of sifting through useless job descriptions, give the MSN list a try and see how it can help you hire the best candidates for your team.