Put yourself in your prospective employee’s shoes. What would make you apply for the job you’re listing?
Are you looking for a title, more money, or career advancement? Most people want these things, and most companies claim they can offer all of them and more.
So, why is it so difficult to find highly qualified candidates for your open position among the hundreds of resumes you receive from online job postings?
The answer may lie in the content and quality of your online job listing, which has to not only reflect what you want from a candidate, but what a superstar candidate would want from you. Read more…
Are your people working towards the wrong goals?
According to a recent survey, goal cascading and employee turnover are the two largest concerns business leaders find themselves facing. These two challenges go together like peas in a pod, since employees who don’t understand how their contributions fit into the overall company goals are likely the same disengaged workers with one foot out the door.
A goal-based approach to hiring, if followed closely, can be the key to bringing in great talent quickly. It can also help you get these new hires onboarded and effective immediately, all while producing less work for managers, recruiters, executives, and the new employee.
How is this possible? Read more…
Yes. Recruiting software can hire you the talent you want. But what you name that talent is entirely up to you.
So, does it matter that you call programmers “ninjas,” and marketers “rock stars?”
All the software in the world won’t help your cause if nobody understands what you’re talking about.
What’s in a name?
Indeed.com regularly lists dozens of job openings for Jedi around the country. You know, like Darth Vader and Luke Skywalker Jedi. Who said there’s a recession? Read more…
Editor’s Note: Sometimes, readers ask about past TLNT articles they may have missed. That’s why on Fridays we republish a Classic TLNT post some of you have asked about.
If your company is struggling to find new talent, is it possible that your job descriptions could be to blame?
It’s a question worth asking, because your “now hiring” advertisements determine, in part, just who applies for your position. Craft your ads the right way and you’ll capture the attention of talented innovators.
Write a generic post, on the other hand, and you may as well head to the nearest corner and shout, “Who wants a job!” Read more…
By Eric B. Meyer
You run a delivery service using large trucks and require that drivers be qualified by the U.S. Department of Transportation. Although your facility managers aren’t often behind the wheel of the big rigs, you nonetheless require that they too be DOT certified.
One day, a manager with a disabling eye injury comes to you and asks for an accommodation under the Americans with Disabilities Act: to be excused from driving trucks so that he may focus on “managing.”
Assuming that no other reasonable accommodation exists, must you give it to him? Read more…
As some of you may know, I think the continued use of traditional, skills-infested job descriptions prevents companies from hiring the best talent available.
By default, they wind up hiring the best person who applies.
That’s the same reason I’m against the indiscriminate use of assessment tests. While these tests are good confirming indicators of on-the-job performance, they’re poor predictors of it (square the correlation coefficient to get a sense of any test’s predictive value).
Worse, they filter out everyone who isn’t willing to apply without first talking with someone about the worthiness of the position. Read more…
“That’s not in my job description.”
Many frustrated employees have muttered that phrase. Due to some pretty sloppy examples of job descriptions, the sentiment could ring true.
The phrase can pack a punch, too. Dive into what it means exactly and much of the time, you find an unwillingness to adapt. Sometimes a job well done doesn’t resemble the job for which you were hired though. That doesn’t mean the job can go undone! Read more…
For the past 30 years I’ve been on a kick to ban traditional skills — and experience-based job descriptions.
The prime reason: they’re anti-talent and anti-diversity, aside from being terrible predictors of future success.
Some naysayers use the legal angle as their excuse for maintaining the status quo.
To debunk this, I engaged David Goldstein, a pre-eminent legal authority from Littler Mendelson (the largest U.S. labor law firm) to compare the idea of using a performance-based job description to the traditional job description. Read more…
Over the years, I’ve heard all sorts of excuses from people late to work — some reasonable, some silly, some infuriating.
One of my all-time favorites is the time I had a problematic employee fail to show up to work, only to be told by one of my editors that “Lee” was actually around but that he was out sleeping in his car.
In the company parking lot. At 9:30 in the morning.
You know what position I would love to apply for!? Junior (Jr.) Human Resource Manager, said no one ever!
I hate spending three seconds on job descriptions, because JD’s just scream “Personnel Department,” but I have to just take a few minutes to help out some of my HR brothers and sisters.
Recently, I came across a classic JD mistake when someone had posted an opening and then broadcasted it out to the world for a “Jr. Industrial Engineer.” I almost cried. Read more…