Are you Locked into your Job Description?

Not all talent is created equally, but the search for all talent begins the same way. Companies looking to fill a role begin the process with a Job Description. I believe that much of the complication and challenges of the recruiting process are born with this initial document.

You see this document is designed to capture the hiring manager's wants and needs in a way that a recruiter or job seeker can understand. It’s also a good vehicle to market the position to potential candidates. I would argue however that it’s not particularly great at either one.

The Job Description as a Marketing Tool

Job descriptions are used to filter candidates. Modern Applicant Tracking Systems will use the terminology and jargon in your job description to weed out 90% of applicants right off the bat. While this may make your resume pile more manageable it also gives the system an exorbitant amount of power over your future success.

Even, in the case where a candidate happens to read your Job Description, it may do more harm than good. Remember this is a first impression moment. When a candidate reads your job post they are forming an opinion of you and your company. What it might be like to work there, what types of people might they work with, what the culture is like? You can learn a lot about a company and team by reading a job posting.  

Lastly, numerous studies have proven that the wording used in a job description can actually limit diversity. Artificial Intelligence based hiring programs have been shelved by Amazon and other tech giants due to their inclination towards bias. The Job Description taught the algorithm to favor one demographic over another. Even candidates who read them can be deterred based on bias centric language that can manifest itself without the authors knowledge.

Job Descriptions are Written in Stone

How often have you found yourself 2-3 interviews into the recruiting process, only to realize you are looking for the wrong person? Maybe your needs changed or perhaps your view of those needs evolved. Changing the job description, even slightly, mid-stream can be nearly impossible. HR has to get involved and sourcing costs can quickly skyrocket.

Companies face a choice; start over with a new job description or begin with something broad enough to allow flexibility. Neither create a positive experience for anyone involved and often force the company to settle on a lackluster candidate.

 I wouldn’t touch those odds

A 50/50 gamble is not the foundation of a good business strategy, but employers embrace a system that results in nearly those exact odds. 46% of all new hires fail within 18 months, and the cost to replace them can be as much as 200% of the base salary. (ERE, 2017).

 Here is another way to think of this: would you ask your boss to invest $150k in an initiative with a 50% chance of success. That’s probably not a conversation you want to have.

Conclusion

We believe Job Descriptions have their place, but they are far more effective at the end of the recruiting process than at the beginning. The front end is more efficient when companies focus on tangible needs. The base level skills and experience and potential needed for the role.

Ask yourself these 3 questions:

1. Do they have the skills to do the job?
2. Have they done this before?
3. Do they have the potential for continued success?

ZenLeap - Talent Marketplace answers these questions early in the sourcing process will provide you with a solid pool of qualified candidates. Then you can use a job description as a marketing tool to convince the very best talent to come to you.