Sooner or later, each of us faces the process of searching for a new job, going through the inevitable stages of interviews. However, as it turns out, not all companies successfully handle the formulation of job descriptions, which not only complicates the search for suitable candidates but also the entire hiring process in general.

Issues to Address

It often happens that HR specialists can praise the company, describe its advantages and job perks, but the hiring manager, facing specific team problems, often remains dissatisfied. An exclusively positive attitude can lead to unnecessary interviews and temporary losses.

The company "TechCode" decided to expand its development team and began searching for experienced programmers. The hiring manager, Anna, started attracting candidates by describing the company as an innovative workplace with a friendly atmosphere and numerous interesting projects.

The problem was that the job description lacked a clear formulation of tasks and requirements. According to Anna, "we are looking for talented programmers ready for creativity and innovation."

As a result, the initial interviews turned into discussions about creativity and innovation approaches, while specific skills and work experience remained in the shadows. The results of the first interviews did not meet expectations.

Anna realized that to attract the right candidates, it was necessary to clearly define the requirements. After revising the job description, she added specific tasks such as optimizing database operations, improving application security, and experience in developing REST APIs.

With this clarification in the job description, the company "TechCode" started receiving resumes from candidates capable of efficiently solving the stated tasks. Moreover, interviews became more productive as specific scenarios and professional skills were discussed.

This case emphasizes that even in an innovative company, it is important to clearly formulate candidate requirements to attract those who can address current challenges and meet the team's needs.

For the hiring manager, it is crucial to clearly articulate problems and needs to attract candidates who can genuinely solve tasks.

The Search for an Astronaut

Sometimes, an employer, without defining candidate requirements, conducts numerous interviews without approaching the ultimate goal.

The company "AnalyticsPro," specializing in data analysis, decided to expand its analytics department. The hiring manager, Denis, started searching for candidates for the role of an analyst with programming skills.

The job description stated that the company was looking for an analyst with experience in programming for automating analytical processes. However, it did not specify the need for a basic level of programming skills.

At the beginning of the hiring process, Denis received numerous resumes from analysts with various programming experience. Interviews turned into a marathon, as each candidate provided their unique programming experience, ranging from basic to expert levels.

As a result, the hiring process dragged on, and Denis realized the need to clarify requirements. After analyzing the department's current tasks and discussing with the team, he specified the need for a candidate with a basic level of programming skills, capable of efficiently automating routine data analysis processes.

With the clarification in the job description, the company received more precise resumes, and interviews became more targeted. In the end, "AnalyticsPro" successfully hired an analyst who met the requirements and effectively automated part of the data analysis processes.

For the candidate, it is essential to know precisely what is required to avoid useless and prolonged interviews.

Unrealistic Expectations

Inflating expectations in a job description can deter suitable candidates and attract those who do not meet real requirements.

The company "TechInnovations" decided to strengthen its IT department and began searching for experienced developers. The hiring manager, Olga, created a job description requiring experience with technologies used only once in a project over the last five years.

The job description attracted many candidates, but the problem was that many of them lacked experience with these specific technologies, as they were rarely used and were not an industry standard.

Interviews focused on assessing skills related to these rare technologies, and many experienced candidates were rejected because they did not meet the inflated expectations described in the job vacancy.

Olga noticed that while the company did use these technologies in a project, their significance was exaggerated in the job description. As a result, she revised the requirements, specifying that while experience with these technologies would be an advantage, the company was willing to consider candidates with similar experience in related technologies.

After these changes, "TechInnovations" began receiving resumes from candidates who, while not having precise experience with the rare technologies, possessed broad skills in related areas. New interviews became more productive, and the company successfully found a developer who brought not only experience but also a fresh perspective on technological solutions.

For successful hiring, it is crucial to clearly define basic skills without overloading the job description with technological details.

Trap of Attractive Job Descriptions

Sometimes employers tend to create captivating and attractive job descriptions that can turn out to be a trap for applicants. For example, a company may describe its creative and dynamic atmosphere but may not reveal the challenging issues that the staff faces on a daily basis.

The advertising agency "CreativeMagnet" decided to find a new marketing specialist and posted a vacancy with an attractive description emphasizing the creative atmosphere and dynamic projects. Elena, a marketing specialist, became interested in the position and decided to apply.

The job description enthralled her with creative approaches and the opportunity to work on innovative projects. Inspired by this description, Elena successfully went through the interview and joined the team.

However, after the first weeks of work, Elena felt a gap between the expectations created by the attractive job description and the reality of day-to-day work. Most of her time was spent on routine tasks and standard marketing processes, while creative projects turned out to be limited by budget constraints and untimely.

This situation led to disappointment for Elena, who expected broader opportunities for creativity and development. As a result, Elena decided to leave the job, and "CreativeMagnet" lost a valuable employee due to the mismatch of expectations created by the attractive job description.

For successful hiring, it is crucial for the job description to reflect the actual challenges of the job so that the applicant can realistically assess their preparedness.

Undervalued Opportunities for Development

Sometimes companies, focusing on current needs, overlook opportunities for professional development, making the job less attractive to those seeking career growth.

The IT consulting company "CodeDevelopment" announced a vacancy for a programmer, emphasizing attention to current projects and technological challenges. Alexey, an experienced developer, became interested in the opportunity to join the "CodeDevelopment" team.

The job description highlighted the intensity of working on current projects and the use of advanced technologies. However, the description did not mention opportunities for professional training and development within the company.

After joining "CodeDevelopment," Alexey discovered that the company did not provide structured training programs, and mentor support was limited. This became an underestimated aspect for Alexey, who sought continuous development and learning new technologies.

Not seeing clear opportunities for professional growth within the company, Alexey decided to explore other options where he could develop his skills and competencies. The company lost an experienced developer due to insufficient emphasis in the job description on training and career growth opportunities.

To attract talented candidates, it is essential to highlight development and training prospects within the company.

Conclusion: The Path to Precision in Hiring

A well-crafted job description is the key to successful hiring. When the hiring manager clearly formulates expectations, it simplifies the search for a suitable candidate. In this process, artificial intelligence tools like Potis.ai can help by accurately identifying suitable candidates based on the job description and behavioral interviews.

Key points for hiring managers:

• Clearly state your problems and candidate requirements.
• Avoid excessive information in the job description.
• Demand only the skills that are truly necessary in practical work.
• Specify narrow specialization if it is crucial for the vacancy.
• Describe the scope of tasks and responsibilities in simple terms.

Key points for job seekers:

• Carefully read the job description and determine if you meet the requirements.
• Avoid excessive preparation if the skills are not key to the job.
• Familiarize yourself with the company's expectations to understand if you meet them.
• Be prepared to discuss your experience and skills in the context of real tasks described in the job vacancy.

Remember that precision in hiring begins with the right job description. Use tools like Potis.ai to simplify the candidate selection process and achieve accuracy and efficiency in hiring.