It becomes clear that the job description was inaccurate after the interview (or much worse, after the first week on the job). We’ve all been there, on either end of the spectrum: a job that appears perfect on paper is posted online. It turns out that the job description wasn’t entirely correct, but that wasn’t clear during the interview. It’s obvious that you haven’t been given the promised role.
The fact is that it makes things worse rather than better
We support truthful advertising up to the point when we must reveal, for example, that the position we are trying to fill reports to a middle manager rather than the CEO or that nocturnal work hours occur at least once a week. We fear that if we were open and honest about these issues, “good” individuals would have an unfavourable opinion of the organisation and decide against applying. Someone who applies for a job and later learns that the description doesn’t accurately reflect the actual position will have a much more negative impression of the programme than if they had been given accurate information from the start. The reason for this is that if they had been given accurate information, they would have submitted better quality work. You can have the best examples of job posting there.
Proper Job Description
A good job description will not only detail the duties and responsibilities of the position, but also how that role fits into the organisation, some of the goals for the position, the direction the organisation is heading in the near future, and any relevant history of the position or purpose. The more prepared potential employees are for the organization’s needs and ideals, the more effectively they can contribute to the organization’s goals, and the more likely the organisation is to be successful. Many applicants who look perfect for the job on paper but aren’t a suitable cultural fit may exclude themselves from consideration once they see the whole picture. All parties involved in the recruiting process will benefit from an honest and detailed description of the position being offered, but this does not imply that office politics or “dirty laundry” should be brought up.
The Useful Job Search
One way to learn what might be useful to include in a job posting beyond the responsibilities mentioned in a performance evaluation or strategic plan is to ask people who are currently serving or have recently served in that capacity what they wish they had been taught about the job or organisation before being recruited. This is one way to get ideas on what to include in a job advertisement. While it’s not essential (or even desired), getting many perspectives might help an author learn what they may have overlooked. Doing some legwork and getting some information before posting a job ad may help a great deal in finding individuals who are “good” and “right” for the position.
The success of the search will depend on how well the individual in charge of recruiting understands and communicates information about the position to potential candidates. Candidates will have a favourable opinion of the firm because of its honesty and transparency, and the company will be able to find and retain employees who share this value.
Conclusion
Although we publicly embarrass applicants who lie about their credentials or offer false information on their applications, we frequently forget that it is also the organization’s responsibility to provide a clear and true description of the role. The outcome will be a wider application pool and more candidate-to-company fit.
