Categories
talent acquisition

Performance profiles over job descriptions

I hate reading job descriptions because most suck. And I hated writing one even more because they failed to give a clear picture of what the job will be like for the candidate. Although, I must say, 99% of all job descriptions have an obsessive focus on the ideal candidate they would like to get onboard.

The big question, however, is this — why the hell would any high performer care to apply for a position at your company? Answering this question is a powerful way to tap into your ideal candidate’s mind and craft a creative advertisement that’s appealing to your audience. Theoretically, everyone gets this but they all fail to put it into practice for reasons that wouldn’t ever make any sense. Finding the right talent requires the mindset of a marketer — make it appealing to your target audience or you’re wasting your time, money, and energy.

That’s where carefully considering alternatives like a performance profile instead of the traditional job description come in handy. The former outlines the goals of the position instead of the skills, qualifications, and characteristics required. The focus changes from what they have to what they can do in the first 30, 60, or 90 days, which also helps employers set benchmarks for that particular role. You and I know that benchmarks are critical when it comes to measuring performance and outcome.

Fascinating, right? Now, compare the above with a typical job description — how do recruiters and hiring managers measure performance or validate if the shortlisted candidate was the right hire to begin with? Exactly my point, it’s already too late by the time we get to know if the candidate is far off your role, company, and culture’s standards.

Using performance profiles (they can still be labelled “job description”) is one of those small but powerful changes that can make a recruiter/hiring manager/entrepreneur’s life so easy.