Rethinking Job Descriptions

Over the last 20 years, the UK workplace has changed out of all recognition, and yet many HR departments continue to try and attract skilled staff using the same old parameters. As our world of workplace activities evolve, is it time to rethink job descriptions? How can we improve the balance of how we spend our time in a role, with what we need people to do? In many larger businesses, when it comes to advertising new appointments, many HR departments dust off the old templates, fill in the relevant and get the position on the job boards. But in today’s gig economy, is this really going to attract the skilled people we need? Certainly, as a big brand operator, applications will no doubt flood in based on brand alone, but that doesn’t necessarily mean we are attracting the best for the available position. For SMEs, without the luxury of big budgets and lucrative salary packages, rethinking job descriptions to attract today’s high performing millennials is even more important.

Nowadays, young prospective employees expect more clarity. They want to know what the company is all about, its mission statement, its activities and culture, and where it wants to go with new projects. Is it a forward-looking, empathetic company? What are its green credentials? They want to choose whether they need you, as much as you need them, and often, salary won’t be the main driving force.

For too many years, large businesses have looked at the job market as just that - a market. With no consideration of what the job applicants might want from the company, the job template will go something like: