If you cannot effectively describe the position, you cannot effectively hire for it. Oftentimes, historical assumptions about the background, education, and skills necessary to do a job shape job descriptions. Analyze these carefully. If the current description says the candidate needs to have 10 years of experience, why is that? If there is a clear rationale, then include it. What if a well-qualified candidate with 8½ years of experience wants to apply but doesn’t based on the description? What if the same person does apply, but your screening process eliminates him or her based on that one requirement? Review each of the performance requirements you established in the job analysis and ask these questions:
• What does the person need to be ...
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