I am NOT a Fan of JOB DESCRIPTION (JD)
In talent acquisition, the typical way is to go straight for the Job Description (JD). But honestly, I've never been a fan of that approach. Over the years, I’ve managed to fill most of the talent mandates without ever asking for a JD. Instead, what I focus on and advocate the hiring manager / Founders to provide me are the following:
FOUNDER’S / FIRM’S STORY
Chatting with the founders gives me a real feel for what drives them and what they care about. That’s where the company culture really comes from, and it helps me figure out what kind of people will actually thrive there. This story—the heart behind the company—is what brings out the passion and commitment that every great hire needs to have
ORGANIZATION STRUCTURE AND ROLE FIT
Getting a feel for how the team is set up and where this new role fits in is key. Each role should add to the team vibe, not mess with it. I usually ask about how this role connects with other departments and what kind of difference it makes in the company’s day-to-day.
CONSEQUENCES OF A VACANT ROLE
Understanding the implications of leaving a role unfilled is important. I often ask questions to the hiring manager about the challenges and bottlenecks that may arise if we fail to fill this position. Moreover, it establishes a sense of responsibility and accountability in the hiring process.
ROLE EXPECTATIONS
For this, I dive into three main things to set the new hire up for success right from the start:
Top 3 Challenges: ask about the biggest challenges this role needs to tackle in the first 3-6 months.
30/60/90 Day Plan: sketch out what success looks like in the first 30, 60, and 90 days. This gives candidates a clear idea of what they’ll be working on and how they’ll make an impact right away.
Top 3 KPIs: how we’re actually going to measure success in this role. Which metrics will show they’re crushing it? These benchmarks help candidates see where they fit in and what winning looks like.
CAREER PROGRESSION
One thing that often gets missed in hiring is talking about the future. I always make sure to bring up the potential career path for the new hire over the next 12 to 18 months. Laying out a clear path forward can be a big motivator for candidates, helping them see they’re not just filling a role but starting a journey that lines up with their own goals.
Talent acquisition isn’t just about lining up resumes with JDs; it’s about building a story that clicks with candidates and aligns with the company’s vision. By focusing on what the company’s all about, really understanding the role, and laying out clear expectations and growth paths, we create a more meaningful experience and connect on a deeper level with the right talent.