According to executive recruiter and published author, Brad Remillard, traditional job descriptions describe the minimum qualifications, education, and experience required for the position. These job descriptions describe less qualified people and do not attract top candidates. Traditional job descriptions also fail to describe how to succeed in the role. In order to attract top candidates, success must be defined in the description. An employee who merely performs the duties stated in the job description will not last long in a thriving and growing organization.
Simply because the person has the desired experiences listed on their resume does not mean that they are going to be successful in the role at your company. It is not the candidate’s past experiences that should matter, but their past performance in the roles.
Rather than using the traditional job description, success must be defined in the public-facing job description in order to attract top candidates. Success can be defined by analyzing the desired results you want this person to deliver, in order for them to be considered a successful hire. By incorporating the definition of success into your job descriptions, candidates know what is expected of them and know what they need to do in order to succeed in the role.
Firms that utilize enterprise staffing software are able to better advertise public-facing job descriptions to attract top candidates. Staffing software allows recruiters to save separate job descriptions (internal and public) for the same position. This helps recruiters responsible for publishing public-facing job descriptions to various websites, job boards and social networks to do so all at once; and helps firms attract top candidates that fit their measure of success effectively.
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Originally posted at erecruit