Step One: Analyze the job description: What are the missing specifics?
Review the JD to identify additional information and/or clarifications that you need from the hiring manager. Out of this discussion will come the elements to include in your posting. It will be very different and much more effective than the original JD.
These examples are from the Requirements section of a recent job description from a company where I am coaching the recruiting team on these topics.
When you see phrases like “Manage a team to…”, etc., I’ve listed some of the questions you may want to ask.
From the Responsibilities section of the JD:
– Manage a team to …
– Implement projects …
– Monitor key metrics…
You get the point. Notice that you will also get some specifics about the required background. Many job descriptions are pretty vague in that area as well.
There may be so much “fluffy” high level language in the job description that you simply cannot get everything defined to the level above. But don’t cut short your time with the hiring manager on these questions. When you ask good substantive questions, they will see the value of spending the time. You may be surprised at their reaction as the two of you talk about the position this way.
Next post: How to get the hiring manager to meet with you for this discussion.