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:
A Great read from Shally Steckler, President of The Sourcing Institute on the diminishing role of broadcast recruiting, the growing sophistication of potential candidates and the ways and means necessary to engage them via Sourcing!
Rumor has it that job boards are diminishing in relevance and becoming less effective hiring tools with each passing day. Experts love flogging this subject to draw attention to themselves; some going as far as predicting job boards will soon be obsolete, others touting panaceas promising to be the final answer to everyone’s recruitment woes. Check it out:
Erin Osterhaus over at Software Advice has released their 2014 Job Board survey of a 150 recruiters in cooperation with Recruitment Process Outsourcing Association (RPOA) and the National Human Resources Association (NHRA).
It has some really solid and actionable data on the effectiveness, specifically the ROI, associated with posting jobs to the larger national boards including: LinkedIn, CareerBuilder, Indeed, Monster, Craigslist & Glassdoor.
Study highlights include:
- Overall LinkedIn Delivers the highest combination of Quality and Quantity of applicants at a median cost
- Indeed Delivers the Highest Quantity of applicants of any of the boards
- Indeed is the most useful for Entry-Level positions while LinkedIn leads for both Mid & Senior-Level jobs
- Craigslist Is the Least Expensive by a good margin and tied with CareerBuilder for second place when it came to delivering entry-level candidates
View the complete study at Software Advice