There are two reasons why traditional job descriptions are ineffective as a hiring tool. The first reason is traditional job descriptions describe the minimum qualifications required for the position such as the minimum duties, tasks and responsibilities. Add to that the minimum education required, minimal years of experience, and minimal skills, plus the endless list of behavioral traits: team player, a good communicator, self-motivated and big thinker. Most job descriptions describe the least qualified person, not the real job. This often leads to hiring the least qualified. The harsh reality is, when you define a job in mediocre terms, odds are you will attract and hire mediocre candidates.
The second reason is traditional job descriptions fail to focus on what defines success in this role. If you want to hire successful people, start by defining success, instead of the person. Most people would agree that a person who simply performs the duties and responsibilities outlined in traditional job descriptions would rarely be considered a success. … Just because the person has the experience listed doesn’t mean they can deliver the desired results. Here’s the misnomer: past experiences are a good indicator of future performance. Past experience is actually a poor indicator of performance.
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