Only employment lawyers and HR Pros from 1990 believe that job descriptions are important, legal-type documents that are still needed in 2014.
Most companies have given up on job descriptions (JDs). At best, you’ll find people today using ones from back in 1990 when people thought writing JDs was an important part of human resources.
You’ll also still find a few HR Tech vendors around trying to make you believe this is an important skill to have. Read more…
Several leading business journals recently have declared the job itself, as a vehicle for packaging work, to be on the endangered species list .
Commenting on the same phenomenon, Charles Savage describes “the rigor mortis of the industrial era” where the division of work and managerial supervision represented “structured distrust.” As the industrial era is replaced by the knowledge era, he predicts, both jobs and managers will be gone. Thus, making the need for the position description redundant.
While, this is, admittedly, a fairly radical stance, the Academy of Management Executive concurs: Read more…
I’ve written before about how managers hated job descriptions.
Now, let’s take a fresh perspective and look at how writing descriptions should be handled.
Call this a beginner’s guide, a how-to procedural, or simply a few tips ‘n tricks that can work wonders. Read more…
Editor’s note: TLNT is continuing an annual tradition by counting down the most popular posts of the year. This is No. 6. Our regular content will return on Monday.
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. Read more…
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…