What is your Recruitment Go-To-Market strategy?!

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After spending years in the service of Job Descriptions – one cant help but notice the unifying theme of their distillation. They are all too often an amalgam of flat generalizations paired with archaic marketing copy without a hint of an individual’s true role and responsibilities. One of the most overlooked aspects of any enterprise recruitment initiative is a compelling and engaging Go-To-Market strategy that speaks to a candidate’s drives on a personal and professional level and as is the case the Job Description is often at the front-line.

Doug & Polly White over at Entrepreneur pump up the Job Description as a potential platform in support of orientation, training, compensation modeling and expectation management.

6 Benefits of Writing Job Descriptions for Your Business

Doug & Polly White No law requires business owners to have written job descriptions for the positions in their companies. They take time to write — and time is precious for businesses.

On the other hand, job descriptions can be very useful. Job descriptions are the result of analysis — the process of identifying and determining the particular duties and requirements and the relative importance of these duties for a given position. Once you have determined the duties and requirements you can write a job description, but you can also use the document to:

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