Talent Tip #2. Create a Job Invitation, not a Job Description

Tip #2. Create a Job Invitation, not a Job Description

We’ve all done it, create a job title and then we start filling in the needs and job description of what we expect the person to do. However no matter what industry or role you’re in, everyone seems to have that “other duties as assigned” task or “wear many hats.” The problem with these “extras” is that it now expands the job scope and title, thus resulting in the wrong talent applying.

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So in 2019, try something new by working backwards and create a Job Invitation not a Job description and leave the job title to last because it may change.

According LinkedIn, top talent have countless career opportunities—their phones ring off the hook. So, only a compelling invitation will prompt them to engage. A well-written invitation accomplishes the most important requirement of the recruiting process: It expands the funnel of potential candidates. 99% of job descriptions are awful, dry, boring, and written entirely from the company’s perspective. A strong Job Invitation should scream: “You’re going to love it here! You’re going to do the best work of your life! You’re going to have an opportunity to do things you care about! You’re going to be challenged!” Most job descriptions focus on stringent requirements, which do nothing but eliminate people who might otherwise be a great fit. Bullet point after bullet point of, “You must have this, you must do that, don’t even bother applying if you haven’t…” so spend a few hours creating opportunities focused on the candidate, rather than the company.

WHAT DOES A JOB INVITATION LOOK LIKE?

Company positions are a lot like dating profiles, you’re not going to get a great match if you’re profile sucks! Job Invitations must be well-written, creative, compelling, and candidate-focused. Don’t list requirements requiring a candidate to have a particular college degree or a specific number of years of experience in a field, this only discourages the right talent from applying. You’re missing out on the best!

A 2014 Harvard Business Review study found that the majority of people will not apply for a job if they don’t meet 100 percent of a job requirements. They take those requirements literally—they assume you’re serious about them. Ironically, every day, you hire folks completely contrary to the original requirements. In that case, why start with those mandatories in the first place? Each requirement weeds out another batch of people, narrowing the field.

Top Talent prize three things: A challenging environment that allows for their best work, professional and personal life balance and job stability. In addition to creating an environment where great work can be done, think beyond the person as a mere candidate. Think of them first as a human, flesh and blood with worries, a mortgage, kids to put through college, and a desire to make an impact on the world. Figure out how your company will enable that person to be self-actualized and find work-life integration.

Here is a 3 section formula or template to get you started:

Since you already have your DNA from tip 1, those characteristics come first, list those out with examples.

Step 2. Describe a day in the life of the role. For example, don’t list “Must be a familiar with requirements gathering”. Instead wright out real life scenarios such as…”We’re looking for someone who can take initiative and bring their ideas to a room full of challenging clients with differences of option and document the common business needs.” Really work with the supervisor and brainstorm the “day in the life” of this role.

Step 3. So now you should have the character traits of a person and what life will be like, NOW create a title that best describe both.

The great part of this approach is that you are being up front about the job and it speaks to the whole person, and not just as an employee.

Again, if you want to talk about this, we can set up a 20 min complementary call if it would help.

 

 

tom

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