Companies are finally beginning to realize that recruitment based on job descriptions doesn’t necessarily result in hiring and retaining the best talents.
Take Carglass, for example. You’d expect them to look for ‘good windscreen fitters with experience’. But the car windscreen repair and replacement specialist doesn’t focus on technical skill in its recruitment; after all, you can always learn new techniques.
It focuses instead on customer satisfaction; part of the company’s DNA. So it looks for employees with good communication skills who are interested in people and curious to find out what customers need from its service centres; people who will thrive on providing perfect service to customers.
Five disadvantages of the traditional job description
Recruitment based on skills and experience is fatal for talent and diversity within a company. The five reasons for this are:
- Skills and experience remain important to a certain extent; engineers don’t necessarily have any useful potential to be accountants. But the most important thing is what someone does with his or her skills. People with little experience but the potential to learn fast can offer more to your company in the long run than professionals who are in rooted in their job profiles.
- Traditional job descriptions don’t leave any room for diversity, for example for young candidates with lots of potential or highly qualified candidates with a different background.
- Have you ever wondered why promising new employees perform below par or leave the company again quickly – even though they match the description perfectly? Job descriptions don’t take behaviour, culture, teamwork, dedication or compatibility with employees and the company into account.
- Top candidates are not usually looking for a sideways transfer from one company to another (apart from the odd one or two trying to get a higher salary). Job descriptions based solely on skills and experience make it very difficult for them to know if they’ll be able to put their talents to good use for the company, despite their great ambition.
- Employees who are recruited for their skills don’t necessarily feel a bond with your company.
Select DNA-compatible employees
Instead of recruiting employees on the basis of skills and experience, it’s much more important to look for people who match your company’s DNA; they’ll be more dedicated and motivated. Employees who are compatible with your corporate culture act in line with expectations so additional procedures and coordination meetings are unnecessary. And don’t forget: DNA is a fixed constant (you’re either compatible with the company values or you aren’t), but skills can be learned.
Shape roles to suit the people who fit in with your company
Role casting for employees who fit in with your company brings the best out of them. They have room to do what they’re good at and develop their skills further, so they don’t need so much management. This results in a win-win situation: employees work together to achieve your company’s strategic objectives in a consistent team.
Companies looking for top talents in order to have good mix of skills and experience should therefore experiment with alternatives to the traditional, outdated job description. You have to think differently in recruitment nowadays; fewer and fewer employees are allowing themselves to get stuck in the shackles of a job that doesn’t give them any room to be themselves.