By not describing the real work that needs to get done, lots of time is spent looking for the wrong person. Understanding real job needs is the primary task of managers. Job descriptions require unnecessary reporting and added technology. Using job descriptions requires more technology and more reporting to track individual candidates applying for individual jobs.
This is unnecessary. Consider that the OFCCP developed the requirement for reporting on Internet applicants only when companies started posting specific job descriptions. Job descriptions take too much time to find. A splash page for all marketing or sales, accounting, etc. If the page is compelling and interesting enough, good people will then want to engage with the company and spend time looking at specific opportunities. On the splash page, suggest that interested candidates email their resumes.
Once these are parsed into your system, the company can then determine whether the person is appropriate for specific open positions. Then email the person back. You only need to report on those who express an interest. This is a huge waste of an opportunity.
Job descriptions exclude high-potential candidates. Most job descriptions list average skills and experience requirements. There are detailed JD sections on job roles, followed responsibilities and requirements. Recruiters argue that they bombarded with job applications ranging in thousands for a single designation, and hence justify that overly detailed JDs will automatically filter out best qualified candidates.
However, this is not the reality. This is one of the major reasons why time-to-hire has been evidently getting longer over the past decade. Those people who are desperately looking for jobs — despite not meeting the prescribed job requirements — apply anyway, with hope to get interviewed.
If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone. Last ». Demand notice under the industrial disputes act - one of my clients had been removed illegally from the job from a government department. Job Profile What should I do to make my career as a hr generalist - Wherever I go for the interview they ask me about practical knowledge.
Anti-sexual Harassment Law - Doc Download. It Company Private jobs in It company - asking to submit non-criminal affidavit what should I do what will happen to my job? We did it at the IT-company I co-founded and to our great surprise we found that almost every single task was taken by someone who actively wanted to do it. Because we liked doing what we did we did great work.
This approach may be a bold move for some companies and a slam-dunk for others but it gives a group something far more useful, relevant and inspiring than traditional job descriptions! Job descriptions Huh! What are they good for Absolutely nothing Say it again! In upcoming posts: Why we should also lose the org chart, the employee handbook and the business plan.
Full process, even job descriptions. Pauly: Ah, that explains it. Now why are job descriptions in the audit? Or is it better not to ask that :o. The developers developed, the project managers… project managed, etc. We used this process to distribute all of those tasks and the results were simply amazing. People did amazing work, because everybody did what they liked doing. If someone wants to do other things and are note happy with their current tasks , I should talk to them and figure out something?
But I see your point regarding flexible jobs. Civil servant: Rules are rules. But WHY do we have that rule? Of course you could have the traditional job descriptions stowed away in a folder somehwere, and just go ahead and do what we did anyway. Stressedmanager: You got it! This is just one very efficient, inclusive way for a manager to address not for one employee but for all of them at once.
And a flexible attitude towards job descriptions is a nice thing, because they rarely reflect reality. Alexander, I dont agree to what you say here. There will be poeple who will not read the exahaustive task list, nor would it be helpful for some to perform their job. So lets leave these two out. Do you think such a department level list would be: a complete?
The way I look at it, a job description is definitely useful for somebody joining the organization. Its not meant to be an exhaustive list of everything that person would ever do on the job. Its just meant to be a summary of the major tasks that this person would be responsible and accountable for.
I definitely agree that all the jobs require people to do more than what their title states. This defnitely helps bring about clarity. I do not believe that the solution lies in exhaustively listing out all the tasks at a department level. Do we have these meetings to add to the list of tasks and then choose who would be doing it?
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