Companies that want to succeed in today’s world need to be able to adapt quickly, and much of this relates to how you go about making hiring decisions. For many companies, hiring a new employee is nothing short of a disaster, from start to finish. Everything that can go wrong, does go wrong—and in the end, the company receives a pool of unqualified applicants unsuited to propel the business into the future.
All of this starts with how you write the job descriptions. A job description that’s unclear or based on what your company needed in the past is not going to cut it. Another recipe for failure is writing a job description full of meaningless clichés instead of getting together with your stakeholders and coming up with a consensus of what you’re really looking for.
An effective job description avoids these potholes, and instead focuses clearly on the company’s present and future needs. Companies that hire successfully know what they’re seeking and are trying to fill the specific role, not replace a former employee with a clone. Of course, successful companies have also done their research on the market and have made a clear assessment of how much they’re willing to spend on their new employee.
Designing a good job description is all about clarity. Forget about getting bogged down making lists of “skills” or “mission statements” and instead focus on what actually matters: the attributes that will lead to your company’s success. The future of the company is at stake when you are make a hiring decision and that is why the job description must be results oriented.
Success can only begin when an employee knows precisely what their role is, and this is the critical difference between a good job description and one that’s bound for failure. Essentially, if you want your company to be ready for the future, it all starts at the very beginning with communicating clearly in your job descriptions.