If I told you that one of the best ways to hire good employees was to eliminate or replace traditional job postings all together, would you believe me?
Here are a couple of examples that may convince you to consider alternate job posting strategies.
Zappos lets candidates fall in love with them
Instead of applying to specific jobs, their careers page allows candidates to opt-in to the Zappos community. People get to know the company on an informal basis instead of focusing on a job.
Here’s how they describe it on their Insights blog:
Anyone coming to our new careers site will see information about each department — our employees, the department’s unique culture, and which roles that department typically fills. Job seekers will have an opportunity to make an introduction to that department rather than apply for a specific position. The whole concept is to “take a look Inside Zappos.” Job seekers will get to take a look “Inside Finance,” “Inside Merch,” etc. If they look inside and like what they see, they can introduce themselves and become a “Zappos Insider.” Without the ability to apply for specific roles, we will no longer need to send inhumane rejection templates. Instead, we can begin to focus on long-term engagement.
It’s no surprise that a company with such a unique culture would position themselves this way.
I agree that this kind of approach isn’t one-size-fits-all. It’s a radical departure from recruiting norms that may not work for your company.
Regardless, it teaches a crucial lesson: make sure candidates engage with your company brand and community instead of focusing on a specific job.
So let them fall in love with your company, not just a job.
Lou Adler’s 1-Year Job Description
Lou Adler, recruiting thought leader and LinkedIn Influencer, published a great post about Why You Must Eliminate Job Postings. Here’s a summary of the (many) reasons why he thinks this is the right way to go:
- You don’t need job descriptions to source top candidates.
- Top people don’t need all of the information on a job description to consider exploring an opportunity with a company.
- Job descriptions give managers the right to stop thinking.
- Job descriptions require unnecessary reporting and added technology.
- Job descriptions take too much time to find.
- Job descriptions exclude high-potential candidates.
- Job descriptions cause fully qualified candidates to exclude themselves from consideration.
- Job descriptions shrink the pool of high performers to zero.
- Job descriptions don’t predict on-the-job performance.
- Job descriptions are the primary cause of hiring mistakes.
- Job descriptions are not objective.
- Job descriptions are useless from an onboarding and performance management standpoint.
His suggestion for a replacement? Try a performance-based job description.
Focus on what the candidate should accomplish in the first year. “Launch new trade application in the Global Markets environment” is more powerful than “Responsible for developing, enhancing, modifying and/or maintaining applications in the Global Markets environment,” isn’t it?
Second, don’t feel you need to list this new description online. Create a splash page with the different available opportunities and let candidates reach out to explore them and the company. Use your performance-based job description to screen these applicants. It results in a smaller but stronger pool. Better selection with less people to manage is a huge win.
Just because companies have sourced candidates with the same dull job postings for years doesn’t make it right.
Give one of these alternative strategies a chance.
You might find that they’ll drive exceptional results and make you stand out from the legions of other companies competing for top talent.