Every year companies spend many millions of dollars to recruit, vet, and hire job candidates. And every year companies waste millions of dollars and countless work hours parting ways with employees who ultimately don’t work out.
Why does this happen? Because finding the right fit for a job means finding someone who also fits the culture. Both Apple and Microsoft are great places to work. But the in-house cultures are as different as the MacBook Pro and Windows 10. They’re completely different brands, and each offers a culture that appeals to a completely different brand of person. Yet at both Apple and Microsoft, their respective job descriptions for a software engineer position may read remarkably the same. It’s crazy.
Sometimes prospective employees have an impressive resume, impeccable credentials, a solid work history and interview well, but eventually turn out to be a bad fit for the job because their values, personality, or attitude are a poor cultural fit. It happens all of the time and, sadly, many times neither the interviewer nor the interviewee is to blame.
It is the job description’s fault.
It is time to stop writing job descriptions for Gen Y and Millennials that are designed for hiring people who graduated in 1990s (no hate, HRFR was founded by a Gen Xer). It’s time for businesses and companies to stop treating job descriptions like they are IKEA instructions for assembling a book shelf. Think of a job description as something that is living and breathing entity – like your spouse, a newly opened bottle of fine wine, or the beauty of a majestic eagle swooping down a steep mountainside toward a bustling river full of vibrant salmon.
Be creative. Represent not just the job but people who, collectively, constitute the culture.
Do your job descriptions inspire potential candidates and connect with the types of people who actually align with your internal culture?
Or do your job descriptions follow bland formulas that generate 100s if not 1,000s of shallow responses that waste everyone’s valuable time and costly billable hours – or ever worse, false hires who end up costing businesses tens of thousands of dollars on separation overhead that includes unemployment insurance and the expense of finding and on-boarding their replacement? Do your job descriptions look like this?
Duties and responsibilities.
Qualifications and skills.
Sure, this information is important, but it’s the equivalent to posting your name, sex, age, and height on a dating site and expecting your future spouse to suddenly show up wearing your favorite band t-shirt with tickets to that movie you been wanting to see. That’s simply not how human relationships work. Nuance is important. So is style and sensibility. If you’re funny, be funny. If you’re mathematical, be mathematical. If you’re edgy, be edgy. Be yourself in your job descriptions, and you’ll attract the job candidates who align with your cultural priorities and emotional intelligence profile.
Want to learn more? At HRFR, we specialize in crafting compelling, engaging, and customized job descriptions that save companies valuable time and money by connecting work cultures with culturally aligned job candidates.
Email us at email@example.com for a free, insightful consultation and recommendations regarding how to improve your job descriptions to reach culturally appropriate job candidates.
If you like what we have to offer, great! Each detailed, carefully researched, and expertly crafted job description is $200, which is a small price to pay considering our unique approach to job profiles could secure that future employee who leads your business to unprecedented growth and revenue.