If you have seen one you have seen them all! Job descriptions. Traditional job descriptions often fall short of attracting top talent. That is too kind, they are terrible. They tend to focus on tasks and qualifications, rather than the actual outcomes the role is designed to achieve. Lou Adler’s “Hire with Your Head” offers an approach, emphasizing performance-based hiring. Here’s how to craft an effective job description based on his principles.
Shift Focus to Performance Objectives
Instead of listing duties and responsibilities, concentrate on the outcomes the role is expected to deliver. Clearly articulate the key performance indicators (KPIs) that measure success in the position. For example, instead of stating “Manages customer accounts,” specify “Increases customer retention by 15% within the first quarter.” This approach attracts candidates who are results-oriented and understand the impact of their work.
Create a Performance Profile
A performance profile delves deeper into the specific behaviors and competencies required to achieve the desired outcomes. It outlines the critical tasks, skills, and knowledge necessary for success. Consider using a chart like the one below to structure your performance profile:
| Performance Objective |
Critical Tasks |
Required Skills |
Knowledge |
| Increase sales revenue by 20% |
Develop new sales strategies |
Strong negotiation skills |
Industry trends |
Highlight the Company Culture and Values
Top talent is increasingly drawn to companies with strong cultures and values. Incorporate your company’s mission, vision, and values into the job description. This helps attract candidates who align with your organizational culture and increases the likelihood of long-term fit.
Use Engaging Language
Write the job description in a compelling and engaging manner. Avoid jargon and overly technical terms. Instead, use vivid language that paints a picture of the role and its impact. Highlight the opportunities for growth, development, and career advancement within the company.
Showcase the Role’s Impact
Clearly communicate how the role contributes to the organization’s overall success. Emphasize the potential impact the candidate can make. This helps attract individuals who are motivated by making a difference and are passionate about the company’s mission.
Avoid Overly Specific Requirements
Be mindful of setting unrealistic expectations with overly specific requirements. Focus on essential qualifications and competencies. This approach opens the candidate pool and allows for consideration of individuals with diverse backgrounds and experiences.
By following these guidelines, you can create job descriptions that not only attract top talent but also increase the likelihood of hiring the right person for the job. Remember, a well-crafted job description is the first step in building a high-performing team.
