According to LinkedIn, 75% of job seekers consider an employer’s brand before even applying for a job. This statistic underscores how important it is to craft a job description that not only communicates the role's requirements but also aligns with your company’s values and goals.
Crafting a Performance Based Job Description
According to LinkedIn, 75% of job seekers consider an employer’s brand before even applying for a job. This statistic underscores how important it is to craft a job description that not only communicates the role's requirements but also aligns with your company’s values and goals. A performance-based job description can help you attract the best talent by setting clear expectations and focusing on outcomes. Below are six essential tips for crafting a job description that will help you identify top performers
1. Define Clear Objectives
Start by outlining the specific, measurable goals the candidate is expected to achieve. These should be tied to major milestones or key outcomes, with clear timelines attached to each. This gives candidates a concrete understanding of what success in the role looks like and encourages them to focus on achieving results from day one.
2. Link to Company Goals
Ensure that each responsibility and objective is connected to broader company goals. This helps the candidate see how their role contributes to the overall success of the organization. By aligning the role with your company’s mission, you’ll attract candidates who are not only qualified but also motivated by the opportunity to make an impact.
3. Focus on Results
When listing qualifications, emphasize the skills and competencies needed to achieve results rather than simply focusing on years of experience. Highlight the outcomes and benchmarks expected in the role. This could include examples of what successful performance looks like or internal or industry standards that candidates are expected to meet or exceed. By focusing on results, you encourage candidates to think critically about how they can contribute to your company’s success.
4. Promote Organisational Fit
Describe the type of personality and work style that will thrive in your company. For example, explain the team dynamics, the key stakeholders they’ll need to interact with, and the internal relationships they’ll need to build. Emphasize adaptability and the ability to facilitate change and innovation, as this will help you find candidates wzho not only fit the company culture but also contribute to its evolution.
5. Set Performance Indicators
Define key performance indicators (KPIs) that are both realistic and measurable. Clearly explain how performance will be reviewed and how often evaluations will take place. Additionally, outline how feedback will be used to foster improvement. This transparency sets expectations early on and helps candidates understand how their success will be measured.
6. Encourage Growth
Highlight opportunities for professional growth, including skills training and career development. Show candidates that your company offers clear career advancement paths and is committed to their long-term success. This not only attracts high-performing individuals but also encourages retention by providing a roadmap for growth within the company.
Conclusion
Crafting a performance-based job description is more than just outlining duties, it’s about setting clear expectations, linking the role to company success, and focusing on measurable results. By emphasizing the importance of outcomes, organizational fit, and opportunities for growth, you can attract top talent who are motivated by performance and eager to contribute to your company’s success. A well-crafted job description not only draws in the best candidates but also sets them and your company up for long-term success.
Now you have your performance job description, check out our guide on How to Craft a Job Advert and How to Shortlist Top HR Talent for Interview
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