Joy Ferst, MBA, MaEd, SHRM-SCP’s Post

The functionalities of the current industry and large scale organizations have been drastically changed due to the innovation of technology. Organisations are working more on project based work. Traditional job descriptions do not fulfill current objectives of the organization rather elevate discontentment. Harvard studies found very new adoptive job descriptions that will help organizations enormously. Job description should write in three forms 1. Outcome based job descriptions 2. Skills based on job descriptions 3. Team based job descriptions. To transform from traditional HR practices to new innovative practices, HR practitioners should adopt it and implement it to achieve real objectives.

Always excited about new and innovative ways to do work. I love the new ways forward-thinking companies are approaching job descriptions. Check out the article below and let me know your thoughts!

Breaking down the talent acquisition process into chunks then we realise there are challenges, no materials how job descriptions being reworded: 1. There are inherent limitations in describing a role using only words (e.g. a few pages of text). Lack of visual, “touch & feel” experience of the joys and challenges in the role. 2. From the applicant perspectives, it is similarly difficult to describe a person in a few pages of text. It maybe easier to describe outcomes but not the journey and the context around it (how outcomes were achieved is equally important). 3. Reviewers only have “keyword search” engine as a tool to select the right candidates out of hundreds. Technology like #GenerativeAI can solve a lot of these and will play a large part in talent acquisition. As human has more capability than just read, ability to add more data and summarize instantly in text, video or voice will make the experience a lot more holistic and wholesome. #AIforHR #Innovation #NeuralPit

There are three flexible approaches to job descriptions: 1) Outcome-Focused Role Descriptions, focusing on desired outcomes for a role rather than specific tasks or duties. 2) Skills-Focused Role Descriptions, emphasizing an employee’s skills and capabilities, allowing for dynamic application of those skills within various company projects. 3) Team-Based Role Descriptions, wherein employees are grouped into teams with collective goals, outcomes, and deliverables.

Job descriptions…are they relevant? Conventional job descriptions struggle to match the pace of change in contemporary organizational roles. With the advent of disruptive technologies, the demand for new skills, and the shift towards project-centric work structures, we're witnessing a transformation in job descriptions. Instead of static and all-encompassing directives that remain constant for years, we're transitioning toward dynamic guidelines that adapt to evolving needs. What's emerging are more flexible approaches grounded in outcomes, skills, or team dynamics. Three novel approaches are gaining traction as companies contend with swiftly evolving, project-oriented positions. 1. Outcome-focused role descriptions Certain companies are shifting from specifying precise job tasks to outlining expected role outcomes, granting employees flexibility to innovate and adapt their approaches as conditions change. 2. Skills-focused role descriptions With this approach, the emphasis shifts from the tasks a person is supposed to complete to their talents and how those can be applied within company projects. 3. Team-based role descriptions Instead of giving each team member a job description, some companies assign individuals to teams that are given a collective set of objectives, outcomes, and deliverables. It is then up to the team to collectively decide how each member will contribute. https://lnkd.in/d8SrugvY

This is a very hot topic for me. In my years in recruiting I've seen thousands of job descriptions - rarely do I find a good one. By asking 2 simple questions, I get a much better idea of what the hiring manager is looking for in a candidate, and can better match the candidate to the job. The questions are simple; 1) What are the priorities in the first 6-9 months that this person must have experience in to perform this job? and 2) What must be accomplished in the first year to be considered successful in this role? Many times some of the "required experience" listed on a job may only be 10% of the job, but it can make a great candidate that is strong in 80%-90% of what's truly important self-select out of applying for the job. It's way past time for a change to the traditional job description...

Is your job description no longer up-to-date? With new technologies changing how we work and the rise of project-based tasks, job descriptions are shifting from fixed, holistic prescriptions to flexible guidelines that adapt to current needs. Learn how innovative companies are replacing old job descriptions with more adaptable ones based on results, skills, or team collaboration. If you want to build your team with talented individuals, check our website to see how we can help. https://zurl.co/tfp8 #jobdescription #technologychanges #projectbasedwork #flexibleapproaches #recruiting #jobhiring #workplaceevolution

Are traditional job descriptions becoming outdated? With the rapid pace of technological advancements and the shift towards project-based work, it seems that way. This evolution means that we're seeing an emphasis on outcomes, skills, and teams rather than a one-size-fits-all approach. Are you ready to embrace this new approach to job descriptions? #jobdescriptions #futureofwork

https://lnkd.in/drYqkhkg Traditional job descriptions can’t keep up with the rate of change in real roles in today’s organizations. As new technologies disrupt processes and require new skills, and as companies are moving toward more and more project-based work, we are beginning to see the evolution of job descriptions away from static, holistic prescriptions that follow an employee for years to dynamic guidance that changes based on needs.

As technology transforms roles and project-based work takes center stage, job descriptions are becoming more dynamic and skills-focused. Here's the scoop: 🎯 Outcome-Focused Descriptions: Companies are shifting from task-driven to outcome-oriented job descriptions. This empowers employees to choose the best path to achieve results, promoting innovation and adaptability. 🔗 Skills-Focused Descriptions: Some firms highlight skills and capabilities over tasks. This approach unleashes employees' talents, leading to higher job satisfaction and performance. Training programs and career paths support skill development. 🤝 Team-Based Descriptions: Instead of individual descriptions, some companies assign teams collective objectives. Team members decide how to contribute, fostering collaboration and leveraging everyone's strengths. But challenges exist, like setting clear expectations and legal compliance. Companies are adapting with competency-based interviews, 360-degree feedback, and role compliance documents. Embrace this transformation for a more agile, innovative workplace: https://buff.ly/3PKNsLN #FutureOfWork #JobDescriptions #InnovationAhead