Overloaded job descriptions create a war for talent.
Arlington, MA (PRWEB) October 29, 2013
Is there a war for talent? Author Johanna Rothman says, “No, we have three real problems, but a war for talent is not one of them. We have overloaded job descriptions instead.”
Job descriptions play triple duty: they try to articulate cultural fit, they try to narrow the requirements for a candidate, and they try to make it easier for the hiring organization to find qualified candidates. Do they succeed? No. Instead, they create a perception of a war for talent.
1. Hiring Managers Create Overloaded Job Descriptions
The first problem is when a hiring manager creates an overloaded job description. Overloaded job descriptions require superhuman candidates to fulfill them. The Automated Tracking Systems many companies have in place require keywords which reinforce this problem. “In addition, hiring managers keep adding more and more skills because they don’t know how to look for the right people,” says Rothman.
2. Companies Are Reluctant to Train New Employees
The second problem is that companies are reluctant to train candidates who might fit the job but don’t have precisely the right technical skills. “Hiring managers want candidates with exactly the right technology, even if their technology is highly specific, on the edge, or even out of date. That’s not reasonable,” says Rothman.
3. Hiring Managers Want Candidates Who Have Done Exactly This Job Before
The third problem is that hiring managers want people who have done the job before, exactly. Rothman sees this in her consulting, “But your job is going to evolve, probably in the next year. It makes more sense to hire for adaptability, rather than predictability.”
Rothman has written a book to solve these problems, "Hiring Geeks That Fit." It helps hiring managers and their teams, including HR find candidates quickly and onboard them.
About "Hiring Geeks That Fit:" Hiring anyone to fit your team should be easy. But it’s not. How do you separate the talkers from the do-ers and not take forever? Learn how to hire, from soup to nuts. Learn how to exploit your uniqueness and culture in hiring.
For more information, see Hiring Geeks That Fit.
About Johanna Rothman: Johanna Rothman, known as the Pragmatic Manager, provides frank advice to the tough problems of managing projects, people and risk. She is the author of several books about management and project management: Johanna Rothman's books.