Dissecting The Job Description. It’s Not What You Think.

You’ve already heard me lose my mind a dozen times about resumes. They’re terrible and are a poor representation of your value. The problem is, job descriptions are just as bad.

Now I’ll also own that I’m a tad biased. The last time I applied for was qualified for and got the job posted was 1992. As a hiring manager, writing job descriptions was a chore. I’ve asked dozens of you what you think of job descriptions, and it seems everyone sighs and shakes their head. Like a resume, they don’t represent the whole person you’re looking for — that unique blend of skills, potential, personality, and curiosity. I think it’s time we all agreed that a job description is just a suggestion.

Here’s why…

  1. When you’re writing a job description, unless you’ve hired the role dozens of times, you’re ultimately guessing. As brilliant as you are, you can’t predict the future.

A job description describes what you’re going to DO rather than how you’re going to think. I don’t know about the rest of you, but I’ve always hired based on someone’s past and potential. When I’ve applied for roles, I’ve also thought about what the organization says they want and who I think they need.

Do I think we need something different to navigate the dance between candidate and hiring manager? Clearly yes. While I’m off figuring out what it is (anyone want to join me?), you have to use what you have.

So here are some questions you might want to ask yourself when reviewing a job description.

  1. Why do you think the company is hiring for the role?

These are just a few ideas to consider as you’re navigating the path to the future you.

Just remember, a job description is not a rule book; it’s just a suggestion.



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Joanna Bloor

I teach people to massively improve how they buy and sell potential. Talks about #hr, #futureyou, #potential, #leadership, and #futureofwork