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Better Recruitment: Simplifying Job Descriptions

Job Descriptions are the starting point of the recruitment process. Simplifying the job descriptions can lead to better understanding of the requirements, sourcing and selection.

Key Points

  • Traditional job descriptions fail because
    • No one wants to read or write long blocks of text
    • Job Skills and Descriptions are “lost in translation”
    • Resumes are matched inefficiently with jobs, wasting time and money
  • There is a better way! The “It’s Your Skills” Job Skills Profiling service

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Problem: Job Descriptions are Boring and Ineffective

Who wants to read long blocks of text these days? And, more specifically: who wants to read the same job descriptions over and over while searching for jobs or talent? It’s tedious and time-consuming.

And, even if a recruiter takes the time required to read through all of the job descriptions (JDs), it is often unproductive. The skills that Hiring Managers are looking for are not being conveyed to recruiters and applicants.They might not get a true understanding of what skills are needed for a job. Even worse–they might go down the wrong paths and take jobs or hire talent that they didn’t need in the first place, only to find out that there were miscommunications along the way.

Why are Traditional JDs Failing?

“Lost in Translation”

Writing text is painful for most of us.Try this simple experiment: open up a Word document describe what you plan to do today. You might end up writing something like; golf, shop, movies, take kids to school and tennis, etc. You probably didn’t write: “I will help the kids brush their teeth and hair, pour their cereal, make sure they have all their books, bags and ID cards, leave home with 30 minutes travel time, and then drive down 72nd Street to the school.” You knew what you meant by “take the kids to school,” but didn’t feel the need to go into detailed description of the steps.

In this same vein, it is difficult for a Hiring Manager to craft the text of a JD in a way that both correctly conveys skills needed and attracts the right talent. A Hiring Manager may have skills in mind that he wants in a candidate; words and phrases like “mobile application development” “Android platform,” “mobile testing,” “online marketing,”  or “content marketing.” But, when it comes time to create sentences and paragraphs for the JD, much can be “lost in translation.”

For this reason, I often seen Hiring Managers copy and paste text from similar JDs to save time and effort. They may post a JD for a “Business Analyst,” but as resumes start to come in, they realize they did not specify a “Business Analyst with Banking Experience.”

This is the first big and time consuming problem of traditional text JDs.

Recruiters & Applicants

So, what happens when a recruiter or applicant receives one of these JDs? They are now expected to read the entire text, pick out keywords phrases, and compare them with their own or potential candidates’ resumes.

By this point in the process, it’s likely that the recruiter or applicant isn’t picking up on all of the intended skills and experience that the Hiring Manager had in mind while writing the JD. Our recruiter might read that a Hiring Manager seeks an “online marketer,” but what the Hiring Manager really meant was “content marketer,” which would be more specific.

Small inconsistencies like this can cause much wasted time. Resumes are screened incorrectly, and the pool of applicants begins to veer off in another direction. By the time resumes are processed and sent to the Hiring Manager, there will no doubt be many mismatched candidates.

Can We Fix This?

Ineffective JDs are a huge problem for the online job world. But, Hiring managers don’t have a way to translate what is in their minds into a JD that will be universally understood and interpreted.

We need a way to simplify and standardize the JDs themselves; a proper, classified and structured system to convey and understand what skills are needed for a job–not a jumble of words and “tags” that become lost and meaningless.

It sounds impossible, but it’s not; a simple, yet powerful mechanism is already available in the form of the “It’s Your Skills” Job Skills Profiling system. This innovative web service is for recruiters and HR, alike. Discover how it can revolutionize your hiring process–today!

About Ramu Govindan

Ramu is founder of It's Your Skills. Feels he has been fortunate to have had education in engineering and human resources and experience in non-IT and IT industries. They have helped him evolve an all round perspective on the talent space.

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