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:
Marc Cowling does a great job of explaining some simple steps to avoid the pratfalls of gobsmacking the poor sods who inquire about your vocation or how I learned to stop sounding like a jerk when people ask me what I do.
5 Tips for Explaining Your Job Description to Your In-laws | How to Not Fail (like me)
-Marc Cowling, August 21, 2014
We’re supposed to admit when we fail, right? And we’re supposed to learn something when we fail, right? This past weekend, when my Father In-law (FIL) asked about what I do for a living, I opened my mouth, started talking, and realized I might need some time to think. I felt as though I needed a few props, perhaps a script and more coffee before I got too far into my description. In the end, I failed at explaining my job. I’m hoping my failure will help you to prep for a similar conversation.
I hope you never feel the job description failure pain I felt.
Oh, so painful.
Shirli Kopelman speaks with great insight about her time studying the role of emotions in negotiating in a recent article titled “Make Your Emotions Work for You in Negotiations“.
The importance of emotions and the role that they play in a successful negotiation cannot be stress enough. Shirli, points out in a rather matter of fact fashion, that the root cause of emotions MUST be acknowledged and assessed in a strategic manner rather than being oppressed and managed away.
“in my two decades of research and work with thousands of executives, I’ve found that emotions shouldn’t be managed or overcome. Rather, positive and negative emotions are valuable resources that you can use to your advantage. The key is to recognize during the negotiation what emotion you’re feeling, then quickly evaluate whether it will help or hinder you, and without taking a break, intensify or decrease the feeling, or in some cases change the emotion altogether.” – Shirli Kopelman
She has gone so far as to lay out a five-step road map to more productively engage your emotions during negotiations:
Step 1: Be mindful.
Step 2: Identify your emotional trigger and focus on something else.
Step 3: Reinterpret the trigger.
Step 4: Alter the emotion by changing its physiological expression
Step 5: Take action that others will see.
Read the full details over here!
A bang-on read from Jessica Stillman, on the triumphs and struggles associated with hiring the smartest employees that you can get your hands on.
- Fly your own flag and be confident enough of your tune, to toot your own horn
- Ask, ask, ask questions – chances are good they know the answer
- Set the pace (pssst… one that you are comfortable with)
- Keep perspective – working with the alternative is considerably less enticing
- Accept the things you cannot change, have the courage to change the things you can and the wisdom to know the difference
- Become immersed with your peers – look at/listen to/read everything you can get your hands on to better identify with their headspace
- Don’t compete – contemplate
Read the complete story over at Inc.
“Now, most recruiting leaders I know sees being identified with HR as an insult. The argument is whether it’s a sales, marketing, operations or supply chain function but the one thing recruitment today definitively is not is human resources.”
“Good recruiters want to distance themselves from the average SPHR who cares about getting their CPEs in at SHRM for good reason: being associated with HR is, objectively, a business liability if you care more about maximizing opportunities than you do minimizing risk. HR, on the other hand, doesn’t sense – or at least, within the next few years (no more than 5, at the absolute most), recruiting will have moved outside of their purview. It will likely report to the CMO or COO, but could, like at many SMBs where hiring is a generalist’s responsibility , imaginably shift directly to the CFO, too. In many cases it has, and while it might not be reflected on the org charts generalists so often value, HR has already lost recruiting, whether they know it yet or not.”
“Recruiting is expensive, but it’s also the one where hiring managers and senior leaders actually play an active role, and business partnership, in the front line and strategic parts of the process. Remove this bridge, and HR’s business unit interaction becomes largely ER and performance management, slashing not only budgets but also the number of core functions that can’t be outsourced or offshored at competitive rates for similar results.”
Read the full article at Recruiting Daily
Happy early Birthday to my brother Mike and a big Thanks to Lydia Doerr for a great night at the ballpark! Go Brewers!!