Archive for May, 2008

Job descriptions are more powerful when they specify exact requirements.

Delivers pediatric nursing care. Sells Porsche automobiles. Reconciles steel mill invoices. Antique and decorative arts-antique insurance appraiser. Oil and gas pipeline construction supervisor. Czech Republic travel specialist.

Put these defining words not only in the job titles but throughout the job description where they can clarify applicant knowledge, skills and abilities.

We recommend doing away with a separate job qualifications list (except for unusual requirements) because a well-written, specific job description says it all in language that is already job-specific. No more: “Good communication skills.”

Enthusiasts for behavioral interviewing would argue that past performance (that is, the way the person has behaved) in situations similar to those being interviewed about is the most accurate predictor of future performance. We prefer to use this language: Past accomplishments in similar situations are the most accurate predictor of future accomplishments.  The shift in emphasis is from actions taken to results accomplished.

Behavioral interviewing certainly gives better information about experiences, behaviors, knowledge, skills and abilities. But it’s a danger to stop there. These characteristics need to be put into the context of the results that the candidate must accomplish on the job.

Generation Y employees can cause clashes with bosses and older workers because they want to jump in with new ideas to get things done. Faster and better. They want to mix it up with questions and ideas. They’re into doing.

A key to a relationship with a Gen Y’er is to establish agreement on the results that need to be accomplished. Many of the techniques of how to get there can be left to the creativity and adaptability of this new workforce.