Job descriptions can be really counterproductive.
When they’re used in the working world, they aren’t attracting the best customers. Why is this the case? First, a job description defines the average candidate, not the best performer. Diversity candidates have backgrounds that are often dissimilar from the requirements and end up being excluded from a search. Here are some more points against job descriptions:
- A job description doesn’t actually describe the job – they define a person (not the best person, either) that is capable of performing in this role.
- Job descriptions are usually very boring.
- A job description is rarely used for internal promotions, and as such, should not be used for external hires.
- Job descriptions are arbitrarily created without much, if any, scientific basis.
Essentially, the case for job descriptions is shoddy, while the case against them is sound.