Trying to find the right candidate?
You are rolling the dice if you don't take time to simplify your job spec / advert!
It's sound simple - and it is, mostly - but it's also too easy to get it wrong!
After spending some time (months) searching for and applying for Product roles (Chief Product Officer / VP Product), here is some advice from an old hack to those organisations and recruiters trying to attract good product people - although I believe the?principals below are good for any role - less is more!
Be concise - nobody wants to read War & Peace when applying for a role
Minimum 3 and Maximum 7 - things you...
Explain Who you are, and Why you matter - but not verbosely
Provide key information, including:
Show the Salary range - otherwise you are just delaying the candidate from rejecting you later down the line - that wastes your time, and p!sses off the candidate, who might one day work for you or you for them!
Finally provide a summary of your org's core values - what are they expected to buy into emotionally?
Remember - don't be verbose. If (ever) required, that comes in conversations or additional material, like a web site!
Here's an example
Chief Product Officer (CPO) for ABC company
Role is new* / due to staff promotion* / maternity cover* / vacancy*
* delete as appropriate
ABC company is the, e.g. world leader in XYZ, producing X billion Y globally, with Z customers.
www.abc.com
Our goal is to increase X by %, and diversify our Y into two, whilst increasing our customers by %
The CPO reports into CEO, and collaborates with c-suite, and senior leadership team across the org.
CPO manages a team of X, with Y direct and Z in-direct reports spanning (a), (b), and (c) groups
Successful candidates are likely to have
领英推荐
Minimal
Desired (but not essential)
Expected from candidates
In return
Our cultural values
(a)
(b)
(c)
Application process
Easy Apply*
Turn around is approximately 2 weeks, but we will get back to you.
* no need to re-invent the wheel - do not make the candidate jump through hoops to get to the same point as the next org who offered a "Quick Apply" option!
What not do to?
Don't...
Hope this helps :)
Happy to have feedback and discuss the topic.
Digital | Product | Data | Ai | Fellow | Views my own
2 年Great example of what I am talking about here... https://www.dhirubhai.net/posts/stuartlo_ux-uxjobs-designer-activity-6949735820538867712-4EKA?utm_source=linkedin_share&utm_medium=member_desktop_web
Partner @ Neon River | Technology and Games Industry Headhunter
2 年You're absolutely right that most job specs are far too verbose and focus on the wrong things. Ultimately a job advert is partly a sales document - there to entice the best candidates to your role. Most job adverts describe the company using a lazy copy-and-paste from the company website rather than tailoring your message to your audience. Think objectively about your business - what makes it attractive to candidates? You're also right that most descriptions of role responsibilities and requirements are too long and focus on irrelevant areas. The only thing I'd add is that the "Responsibilities" section also has a role to play in selling the role to candidates, and is a chance to make the role sound interesting. For example; "Manage a team of product managers, designers and user researchers" Sounds less exciting than; "Lead a team of product managers, designers and user researchers. Provide them with leadership, coaching and guidance as an important member of the leadership team"