A Message from our President
Rumor has it that someone has sued Punxsutawney Phil for inaccurately predicting an early spring. So, March was colder than average, but to take a groundhog to court over it seems extreme. Don't get me wrong--I'm all for accuracy and very eager for warmer weather. However, the "groundhog report" is more cultural tradition than meteorological forecast and we'll be begging for cool temps in the heat of summer in a matter of weeks.
In contrast, an inaccurate job posting can lead to stormy weather ahead. In the article below, I discuss the downside to sugar-coating a position description and how an accurate portrayal of both the role and organization, regardless of how challenging either is, makes the occasional clouds and chilly wind tolerable.
As always, thank you for sending in your suggestions for our calendar and your referrals to potential clients. We work well because our network does.
President, Capability Company
Good business comes from good referrals. If you like the work we do, please remember to pass our name along to those in need of
our services. Thank you.
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Article of the Month
Word count: 506
Approximate Reading Time: 3 Minutes
The Importance of Accurate Job Postings
by Sherry Heuser
We’ve all been there, on one side or the other: a fantastic-sounding job is posted that sounds like a perfect fit, but once the interview is finished (or worse, the first week on the job is done), it is clear that the description wasn’t completely accurate. This is definitely not the job that was advertised.
So, what’s the harm in trying to make a position or organization sound really great, whitewashing challenges or the work to be done? Honestly, it makes the situation worse, not better. We clamor for truth in advertising, until it comes time to declare that the position we are trying to fill reports to a junior manager, not the CEO, or that evening work hours occur every week, not occasionally. For some reason, we feel that “good” candidates will think poorly of the organization and won’t be interested in the job if we are open about these types of details. Ultimately, an individual who applies for a job and finds out that the information provided differs significantly from the actual role will actually feel worse about the program than if they had been told the truth up front and allowed to make an informed decision about submitting their materials for consideration.
A good posting not only outlines the duties and responsibilities of the job, but also describes how the role fits within the organization, what some of the goals for the position are, where the organization is headed in the near future, and any history that is relevant to the position or mission. The more information given to potential applicants, the better matched they will be to the needs and culture of the organization and the better able they will be to help the organization reach its goals. Many applicants who might seem ideal on paper, but in reality are not a good fit overall, will self-select out of the process when provided with a true picture of the role. This is not to say that office politics should be shared or “dirty laundry” aired, but that an accurate, comprehensive description will benefit both sides of the hiring equation.
One way to find out what might be helpful to include in a job posting, beyond the tasks listed in a performance review or strategic plan, is to ask individuals currently or recently in that role what they wish they had been told about the job or organization prior to being hired. Not every answer needs to (or should) be included, but this perspective can inform the writer about what is important that might have been overlooked or unrecognized. A little research and insight before going public with a posting can go a long way in finding the right, not just “good”, individuals to consider for the position.
In the end, the more information the hiring manager knows about the position and shares with potential applicants, the more productive the search process. Applicants will see the organization as honest and open, and the organization will find employees who respect and promote those attributes.
Bottom Line:Although we publicly condemn individuals who pad their resumes or are dishonest in the information they share, we often forget that it is also the responsibility of the organization to write a clear, accurate description of the position. A stronger pool of applicants, and a better candidate-organization match, will be the result.
Sherry Hesuer is president of Capability Company Consulting, a Raleigh, N.C.-based firm supporting nonprofit organizations' searches for key hires.
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