**Job Descriptions Need an Overhaul!**

Anyone who’s worked with me knows I almost never send a job description as a recruiting tool. Sure, I’ll provide it for interview prep, but I prefer to tell the story of the role instead.

Why???

I’m usually talking to professionals who’ve “been there, done that.” They know the job. Sure, there may be a few new elements (hopefully!), but it’s easy for us to quickly determine if they have the technical acumen. So why don’t I just send the job description upfront? Because it’s really just a list of tasks.??

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Here’s My Take:??

- It’s a dry, chronological list of duties.??

- There’s no mention of priorities.??

- It doesn’t explain where they’ll spend their time (in % or otherwise).??

- It lacks details on how things get done.??

- It’s often full of cryptic, vague language.??

Some classic examples pulled from JDs:??

- “Responsible to motivate team.”??

- “Create process improvements.”??

- “Assist with projects.”??

- “Complete other duties as assigned.”??

What does any of that even mean?

For analytical minds—think accounting, finance, and tech professionals—those job descriptions don’t cut it. They’ll hone in on what they’re not an “expert” in or stress about whether they can handle certain responsibilities. I always reassure them, “Look, I wouldn’t be talking to you if I wasn’t confident you had the technical skills.”

I came across a job description for a Senior Analyst this morning. It started with “You Will” and “You Bring.” Seemed inviting—*it wasn’t*.

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So, Why Aren’t We Doing This Differently?

Why aren’t we creating videos of hiring managers explaining the role and posting them on LinkedIn? Imagine the impact of a hiring manager—or even better, an executive—sharing the why behind the company. They could start with the big picture, then pass it off to the hiring manager to discuss the team’s story, exciting upcoming projects, and real priorities of the role. It would paint a clear picture of what a day or month in the role looks like.

I get it—*not everyone* is dynamic in front of a camera. But as a leader, you need to be at least somewhat comfortable speaking to groups. That’s part of leadership, even if your “group” is a two-person team. Or, find a team member who’s good at it! All you need is an iPhone!??

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If Videos Are a No-Go, Try This:??

Have the hiring manager write a paragraph for the job description—one that tells the team’s story and the exciting things happening. Not a generic, cookie-cutter paragraph, but a genuine note to potential candidates. Let your personality, leadership style, and passion for the work shine through. Be authentic!??

We need to stop reducing both people and job descriptions to one-dimensional pieces of paper.??

Be the change!

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