The traditional job description is worthless as a tool for measuring and predicting future success through an interview. Let’s consider for a moment what is on a typical job description:
- Minimum years of experience
- Minimum educational expectations
- Minimum listing of duties, responsibilities, activities and tasks
- Minimum skills and knowledge
- Ambiguous definitions of behaviors and personality traits
When we look at this list, are we defining top talent or high performance? NO! Instead, we’re defining minimum, average, and mediocre. I’d like to suggest that most companies hiring processes (if we could even call them a process) are geared to hire MINIMUM – AVERAGE – MEDIOCRE employees. more