7. Swap out a traditional job description with a performance profile
Now, this suggestion is a little out of the norm, but it shouldn't be ruled out. Here's why.
Traditional job descriptions are often broad narratives of the responsibilities of a given role, and the expectations are generally vague. A traditional description would likely include characteristics like: •Must have 5+ years of experience in ABC in addition to 3+ years of experience in XYZ
•Ability to meet tight deadlines
•Master’s degree required
These requirements do have merit, but they’re too general. Consider this for a minute: just because someone was a salesperson for 5 years doesn’t mean he or she was a good
salesperson. Just because an individual has a master’s degree doesn’t mean the requirements for obtaining said degree were rigorous or challenging. And what constitutes a tight deadline? This expectation, in particular, is way, way too unclear.
A far more objective approach to writing a description would be writing a performance profile
instead. Performance profiles are results-driven, and detail real-life examples of expectations, as well as the types of projects for the given role.
So on the other hand, a performance profile would read: •Close X-amount of new accounts every 30 days
•Manage 5-10 projects at any given time
•Complete project XYZ within the first 180 days
You might not know the exact performance objectives, but you definitely have an idea. And because you're giving candidates more precise information, you're going to attract those genuinely qualified candidates. As I'm sure you've gathered, this will reduce retention rates. Who doesn't love that?
All in all, it’s what a person does with his or her skills that truly determines ability. An individual with 5+ years of sales experience may not be able to close X-amount of new accounts every 30 days, but someone with 3+ years of experience very well could. As a matter of fact, top performers tend to have the least amount of experience
; they’re more flexible and have the ability and willingness to learn quickly.
We promote based on performance; so why not hire in that same way?