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?
Too much redundant 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
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?
Define the specific attributes that are wanted
Uncover the why
Similar mentality bread into the person
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
What’s in it for me? (pain)
90 day performance metrics
Includes hard & soft skills
Call to Action
Homework before resume submittal
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
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/