23 min

Beating The Job Description Dead Horse with Mark Herschberg Hire Power Radio Show

    • Entrepreneurship

Why do I need to waste my time writing a job description? You might ask.


The answer is: To save Time … & be able to Sleep


The Job Description is there to evaluate how successful the person you hired is in the role they were hired for. Consider it the essential evaluation tool to manage expectations... A syllabus for success.


Investing the time up front will allow you to set the performance metrics the person needs to achieve in the critical first 90 days. Thus cementing quantifiable data to ensure a successful hire. 


And that just helps all parties sleep better at night! 


Our guest today: Mark Herschberg, MIT instructor, CTO, & Author of The Career Toolkit 


From tracking criminals and terrorists on the dark web to creating marketplaces and new authentication systems, Mark has spent his career launching and developing new ventures at startups and Fortune 500s and in academia. 


He helped to start the Undergraduate Practice Opportunities Program, dubbed MIT’s “career success accelerator,” where he teaches annually. Mark helped create a platform used to teach finance at prominent business schools. He also works with many non-profits, including Techie Youth and Plant A Million Corals. 


He was one of the top-ranked ballroom dancers in the country and now lives in New York City, where he is known for his social gatherings, including his annual Halloween party, as well as his diverse cufflink collection.


Today we discuss:


Why Job descriptions are critical to the success of your company

How to craft job descriptions that positively impact the organization


Challenge today with Job Descriptions?


Vague
Too much redundant information

Missing information

Break down what the tasks are ie:% of time




Understanding the skills
Defining soft skills

Technical knowledge- not digging deeper




Throwing up barriers

Unclear job description leads to unclear evaluation of the interviewee


Why is this important to the company?


We waste a lot of time interviewing the wrong people

We hire for the wrong reasons

Breeds a underperforming team

Infects the culture

Domino effect downgrading the business

No compensation for a good teammate


Rick’s Nuggets


A job description is not a wishlist of skills

Job description and job advertisement should be the same document


How do we solve the problem?



Working backwards 
Define the specific attributes that are wanted

Uncover the why

Similar mentality bread into the person

Industry 




Write the job description
Start with a selling point

 




Getting everyone on the same page

Define the interview questions 
uncover how the person fits the company








Rick’s Nuggets


What’s in it for me? (pain)

Problems solved 
90 day performance metrics 

Includes hard & soft skills 




About us

Call to Action
Homework before resume submittal





Key Takeaways:


Step 1 of hiring: define the role, including the qualities you’re looking for, beyond just knowledge and experience

Step 2: make sure everyone on the hiring team is clear

Step 3: make sure the questions you ask align to evaluating on what you’re looking for


Links:


LinkedIn:https://www.linkedin.com/in/hershey/


Websites: https://www.thecareertoolkitbook.com/media


Facebook: https://www.facebook.com/TheCareerToolkitBook


Twitter: https://twitter.com/markaherschberg


Twitter: https://twitter.com/CareerToolkitBk


Instagram: https://www.instagram.com/thecareertoolkit/


 


This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/

Why do I need to waste my time writing a job description? You might ask.


The answer is: To save Time … & be able to Sleep


The Job Description is there to evaluate how successful the person you hired is in the role they were hired for. Consider it the essential evaluation tool to manage expectations... A syllabus for success.


Investing the time up front will allow you to set the performance metrics the person needs to achieve in the critical first 90 days. Thus cementing quantifiable data to ensure a successful hire. 


And that just helps all parties sleep better at night! 


Our guest today: Mark Herschberg, MIT instructor, CTO, & Author of The Career Toolkit 


From tracking criminals and terrorists on the dark web to creating marketplaces and new authentication systems, Mark has spent his career launching and developing new ventures at startups and Fortune 500s and in academia. 


He helped to start the Undergraduate Practice Opportunities Program, dubbed MIT’s “career success accelerator,” where he teaches annually. Mark helped create a platform used to teach finance at prominent business schools. He also works with many non-profits, including Techie Youth and Plant A Million Corals. 


He was one of the top-ranked ballroom dancers in the country and now lives in New York City, where he is known for his social gatherings, including his annual Halloween party, as well as his diverse cufflink collection.


Today we discuss:


Why Job descriptions are critical to the success of your company

How to craft job descriptions that positively impact the organization


Challenge today with Job Descriptions?


Vague
Too much redundant information

Missing information

Break down what the tasks are ie:% of time




Understanding the skills
Defining soft skills

Technical knowledge- not digging deeper




Throwing up barriers

Unclear job description leads to unclear evaluation of the interviewee


Why is this important to the company?


We waste a lot of time interviewing the wrong people

We hire for the wrong reasons

Breeds a underperforming team

Infects the culture

Domino effect downgrading the business

No compensation for a good teammate


Rick’s Nuggets


A job description is not a wishlist of skills

Job description and job advertisement should be the same document


How do we solve the problem?



Working backwards 
Define the specific attributes that are wanted

Uncover the why

Similar mentality bread into the person

Industry 




Write the job description
Start with a selling point

 




Getting everyone on the same page

Define the interview questions 
uncover how the person fits the company








Rick’s Nuggets


What’s in it for me? (pain)

Problems solved 
90 day performance metrics 

Includes hard & soft skills 




About us

Call to Action
Homework before resume submittal





Key Takeaways:


Step 1 of hiring: define the role, including the qualities you’re looking for, beyond just knowledge and experience

Step 2: make sure everyone on the hiring team is clear

Step 3: make sure the questions you ask align to evaluating on what you’re looking for


Links:


LinkedIn:https://www.linkedin.com/in/hershey/


Websites: https://www.thecareertoolkitbook.com/media


Facebook: https://www.facebook.com/TheCareerToolkitBook


Twitter: https://twitter.com/markaherschberg


Twitter: https://twitter.com/CareerToolkitBk


Instagram: https://www.instagram.com/thecareertoolkit/


 


This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/

23 min