Yesterday, I chimed in on the tail of Don´s rant about job descriptions. My post was all rant, no solutions. Today, I thought I would play around with a solution pertaining to the question of how to do job postings. This is not at all baked, I’m just thinking out loud and in rough form. It’s a conversation starter.
After yesterday´s post, Don got back into the topic and wrote this post about how to advertise jobs. Interesting stuff.
I thought I would take a stab at a way to create a full job posting — or a longer ad traditionally created from the job description and cleaned up a bit. This is fictitious and all the details are made up for illustration purposes only. The goal is to narrow who will apply for this position to those that are a better fit. So some "wrong fit" people should be turned off. Tell me what you think:
Title: Director of J Team Operations
Why work for us? The Straight Scoop:
This is a company where talented, driven, and effective people can make a big difference. Our culture is still evolving and can feel a bit immature at times. We ask all our leaders to help contribute to the growth and development of all aspects of our company — the environment and our results. We were once a small group of energetic entrepreneurs and now we are a mid-sized company of 5,000 employees. Our systems and processing are experiencing some growing pains. This is a dynamic place that is periodically chaotic. There´s lots of opportunity for growth and development.
Do you want to make a difference and are you willing to help the company mature? If so, this may be the right place for you!
What we need most: For this position, we need to have a leader who can build a strong team. We are looking for someone who can set, communicate, and manage to high expectations in ways that people will respect and admire. We will want to hear about your past experience building a team and reducing turnover while producing excellent results. We want to see that people have been sought from your group for promotions.
What we don´t want: We will not hire a leader who has a track record of driving good people off the team or who drives his or her employees crazy. Our interview questions and reference checks will focus heavily in this area.
The right fit: This type of position attracts a lot of people who are passionate about the technical aspects of the job. While we are seeking a candidate with a good technical background and an interest in our industry, managerial and leadership skills are more important because that is what this job is about – getting results through people. We expect the Director of J Team Operations to spend 80% of his or her time with or in the service of team members, peers, and internal customers. This is a people job. If your primary interest is the technology, this is not the right job for you. If you value and excel at building relationships and leading for performance, keep reading!