Traditional,Job,Descriptions,D business, insurance Traditional Job Descriptions Dont Attract Top Talent
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They list the responsibilities, duties and experience required.It is a one size-fits-all, generic job description. Traditional jobdescriptions are useful documents that meet legal requirements, butthey should not be used for hiring purposes.There are two reasons why these jobdescriptions are ineffective as a hiring tool. The first reason istraditional job descriptions describe the minimal qualificationsrequired for the position, such as minimal education, minimal years ofexperience, and minimal skills. This often leads to hiring the leastqualified from the pool of qualified candidates. The harsh reality iswhen you define a job in mediocre terms, odds are you will attract andhire mediocre candidates.The second reason is traditional jobdescriptions fail to focus on what defines success in this role. Mostpeople would agree that a person who just performs the duties andresponsibilities outlined in traditional job descriptions would rarelybe considered a success. In fact, most candidates would not last longin a company that is growing and outpacing the competition. Justbecause the person has the experience listed doesnt mean they candeliver the desired results. Heres the misnomer, past experiences area good indicator of future performance. Past experience is actually apoor indicator of performance. Past performance is a better indicator,but the best indicator is their ability to deliver results in yourcompany. After all, you are hiring for your company, not for what theydid at a past company. Of all the traditional job descriptions reviewedover the years, few if any mention future expectations.For example, how many times have you heardsomeone say: Were looking for a VP Operations The reply is What areyou looking for. The typical answer is usually, We need a person with10 years experience, 5 years in our industry, team leader, strategicthinker, good communications and an MBA is preferred. This is allabout the person and nothing about what defines success in the role orwhat the person is expected to deliver once they come on board. It isnaturally assumed if the person has the experience mentioned, they candeliver the expected results. It is our contention that experience hasnothing to do with delivering results. Just because the person was agreat VP of Operations at their last company, doesnt mean they are theright VP of Operations for your company.Instead of using the traditional job description, we recommend using our Success Factor Snapshot(SFS.) This snapshot is a list of Success Factors. Success Factors aresimply the results you want this person to deliver, in order for you,the hiring manager, to consider this person a successful hire.Taking our example of a VP Operations, ourSuccess Factor Snapshot would define the Success Factors the VP needsto deliver usually within the next 12 to 18 months. For example, theSFS would read:Within the first 30 days develop a plan ofaction that will improve on time deliveries from 85% to 96% and presentthe plan to the CEO.Within6 months, develop and begin implementing a vendor qualificationsprogram that will insure zero defects and 100% on-time deliveries fromvendors. Within 9 months consolidate the operations of two plants and produce a cost savings of at least 15%.We would continue developing these Success Factors until we have 5 or 6that clearly define what is expected of the candidate once they come onboard.Now when asked the question What are youlooking for. The answer is we need someone who can improve on timedeliveries to 96%, can implement a vendor qualifications program andconsolidate operations with at least a 15% cost savings. Instead ofdefining experience, you are defining success in this role.We believe that if you find a person thatcan accomplish these Success Factors, youve found the person with theright experience.Using the Success Factor Snapshot as ahiring guide sets the stage for a successful hire. Instead of thetraditional job description, the Success Factor Snapshot clearly statesexpectations and lets the candidate know what is expected of them oncethey come on board. The SFS defines success in the role, not minimumqualifications. After all isnt that what you really want to hire.For more examples on this go to IMPACT Hiring Solutions
Traditional,Job,Descriptions,D