The Unrealistic Job Description

You've determined that you have an opening - now it's time to make a good, solid hire.  Wait!  Don't forget this step - the job description, the realistic job description.  Most organizations have written job descriptions; some are current, some are not.  When recruiting, it's often easy to utilize a job description that was created years ago.  The bottom line is that job descriptions cover many areas and as time goes by positions change, technologies change, and in the end, the key requirements of the opening have changed.  Not only should the job description be updated before the search is started, but it should be realistic to the position's current expectations, requirements, tasks, and projects. 

Below are good questions to ask you and your team while creating the job description: 

• What will this person be doing every day?

• What projects will they be involved in?

• What skill requirements will be critical in this position?  What skills do they have to have and what skills are preferred?

• How will they be evaluated?

• Who will they interact with?  Who will this person actually report to?

• What challenges will they face coming in?

• How many hours a week will they be working?

• What will be their goals in the first 30 days, 90 days, and first year?

Once the changes are made in the job description, you are prepared to accurately represent the position while you are interviewing.  Make certain that everybody in the interview process is in agreement with this job description.  It is nearly impossible to hire the right candidate if you are using variations on the job description.  It will be even more difficult for this person to live up to the variety of expectations. 

It will be important to share the current job description, roles, and responsibilities with prospective key candidates, even if they are negative.  New hires do not like surprises after the start date.  Getting off on the wrong foot can cause negative feelings early in employment and can eventually result in resentment and sometimes turnover. 

During the interview it will be critical to realistically describe the position. 

• Will this position have a heavy work load in the beginning?

• Will there be unexpected travel?

• Is there new technology that will be implemented during key projects?

• What projects need to be finished from the previous employee?

• What will the goals be and how will the new hire be evaluated?

As an employer, your goal is to create a clear set of expectations early - before the hire is made.  This sets the new hire up for success.  If the work load is heavy at the beginning - describe it that way in the interview.  Sometimes it is even better to give the candidate the "worst case scenario."  This will ensure that there are no surprises after the start date! 

If you have any questions about this topic, please contact me at melinda@thepittmangroup.com Be sure to read next month's issue, when we publish the second article in our "Common Hiring Mistakes" series.