Manufacturer’s activity:

A Manufacturer created a job requisition for a new CNC Machinist opening. This job requisition also served as their job description. They started by finding an online template that fit most of their needs and modified it to fit all of their needs. Once complete, they posted it on their website as well as a popular online job posting website. Before publishing, they made additional changes, to make it more attractive to potential candidates.

Bridge-To-Hire response:

There’s a lot to unpack here. First, there is nothing wrong with basing job requisitions off of online templates. Some companies use the job descriptions included within their applicant tracking systems. Sometimes, company policy mandates this. Making the best of job requisitions, job descriptions and job postings starts with recognizing their differences:

Job requisition (REQ) – this is an internal document which should focus on the duties of the position; as it fills operational needs, company goals and long term achievement. Because REQs often need to bend to meet a very real candidate market, this document should be considered flexible. Flexibility, however, should include variations in the types of expert-level skills rather than the general lack of skills and/or experience. Our publication “Culture Of Experts” is an excellent resource for this type of thinking.

Job description – this document is for potential candidates within the hiring process, so that they can see all of the responsibilities associated with the open position. This document should be explored within the hiring process and continue into employment. Within employment, it will most likely evolve over time.

Job posting – this document has one purpose only, to procure resumes and/or profiles. Creating good job postings is an art onto itself. Although, there is information overlap with REQs and job requisitions, job postings should be treated as their own thing and created with much thought.

Summary:

Creating effective job postings is an excellent topic of discussion within live phone coaching, to support a Culture of Experts.

Considering Unconventional Expert attributes within a traditional institution-guided job requisition is an excellent topic of discussion within training.