In many cases, job descriptions reside in a file somewhere in the HR department, unearthed only when a role is vacated; these descriptions often remain static for years and don’t reflect the current skills, culture and experience needs, says John Reed, senior executive director, Robert Half Technology.
“Involving the current team will help fine-tune the description and help determine the skills necessary to do well in the role. Knowing what your team needs and the type of candidate that will be a cultural fit will be crucial for long-term success,” Reed says.
This will also help rule out some non-negotiable items that may deter an applicant — posting something like “Requires +5 years of .NET experience” will seem like an absolute, but explaining that they’ll use .NET skills in a certain way will leave the door open for those who excel in that area but may have fewer years under their belt.
“The people you already have know best exactly what the job entails, and will be able to fine-tune the description and tell you what kinds of people will do best in the role — and, if they refer candidates, it can help you find people they’ll actually want to work with!” says Day.