July 4, 2021

Write Better Job Descriptions

By b4y4nk422

Many companies write descriptions with lists of responsibilities and requirements game judi slot, but a study found that this can alienate qualified employees, The Wall Street Journal reported. In the study, U.S. and Canadian researchers rewrote 56 job ads to emphasize two different approaches: the Needs-Supplies approach, which focuses on what the company can do for the candidate, and the Demands-Abilities approach, which focuses on what the company expects from the candidate. Of the 991 responses, applicants who responded to Needs-Supplies job listings were rated higher than those who responded to the Demands-Abilities ads harrysbarvenezia.

Focus on what your company can do for potential employees, and you’ll attract candidates who better fit your needs. Embrace digital trends and social media. Most people want to work for companies that keep up with the latest tech trends. Part of embracing the digital age means using public social media profiles for candidate research. Like most employers, you’ll probably conduct a standard background investigation on applicants, but the candidate’s social media profiles can offer more details about the individual as a person and an employee, for better or for worse.

While it’s legally risky to allow a candidate’s social media activity to factor into your hiring decisions, as it can result in unconscious bias or discrimination, it can give you a better picture of a job applicant you’re interested in hiring. [Read related article: The Pros and Cons of Social Media Background Checks]

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Fit the personality to the job. Although the right skill set may seem like the most important factor in whether a candidate is a good fit, the truth is that skills can be acquired, but personalities cannot.

During the selection process, consider how a candidate’s personality traits align with the daily job tasks. For instance, a trait such as empathy would likely be much more important for a nurse or a social worker than it would be for a tax attorney or a computer programmer.

“What kind of person you hire depends on [the] culture of organization and the kind of job,” said Maynard Brusman, a San Francisco-based psychologist and founding principal of consulting firm Working Resources. “A great person with all kinds of skills may be [a] good fit for one and [a] poor fit for another, simply based on their personality type.”