**Job Descriptions Fall Short**

Revolutionizing the Hiring Process: A Call to Action

In today's job market, it's astonishing that companies struggle to find top talent. The root of the problem lies in their inability to craft effective job descriptions, leading to a flood of unqualified applicants. Lou Adler, a pioneer in performance-based hiring, has shed light on this issue through his insightful articles on ERE.

As someone who's had experience with hiring and recruiting, I believe that companies often overlook the importance of defining what they're looking for in a candidate. Instead of relying on generic skill sets and requirements, they should focus on measurable performance criteria. This approach would enable them to identify the right talent and reduce the risk of poor hires.

Adler proposes a novel approach: define the job by answering five crucial questions. By doing so, companies can create a clear picture of what success looks like in the role. This, in turn, would allow job seekers to better understand the position and showcase their relevant skills and experiences.

Unfortunately, most job descriptions fall short of providing meaningful information. They're often copied and pasted from templates or lack critical details about the job's objectives and requirements. As a result, applicants are left in the dark, struggling to tailor their applications to the position.

To illustrate this point, I've come across some appalling job descriptions that fail to provide any real insight into the role. One example is a sponsored post on a major job board that reads like a laundry list of skills. Another is a recruiting agency's job posting that lacks any concrete details about the position.

The consequences of poor job descriptions are twofold. Companies miss out on top talent, and job seekers waste their time applying to roles that may not be a good fit. It's time for a change.

By adopting a performance-based approach to hiring, companies can revolutionize the way they attract and select talent. It's time to move beyond generic job descriptions and focus on what really matters: the skills and accomplishments that drive success.

So, what's the worst job description you've ever come across? Share your experiences in the comments below!