Have you looked at a job board recently for open engineering or product management positions?

Did you read the job descriptions?

Notice anything strange?

The job descriptions all sound almost identical!

One generic paragraph about the company, followed by one generic set of job responsibilities, followed by one generic set of job requirements.

How is a job seeker supposed to know that your job is his or her perfect career opportunity if the job description is so generic it looks the same as countless other job descriptions? Will the interview team really be able to effectively assess candidates for the position with this type of job description?

If you hired an advertising agency and they produced ads for your core product similar to the average online job description, would you re-hire them?

In many cases, the reason job descriptions are so bad is that the actual job is not well defined. And without a well defined job, it’s very difficult to hire the right person.

As Jim Collins, author of Good to Great, says

…the single biggest constraint on the success of my organization is the ability to get and to hang on to enough of the right people.

A poorly defined job is likely the single most dangerous threat to your startup hiring efforts.

So what’s the solution?

There is a simple but powerful tool you can use to fundamentally improve your ability to source, hire and retain amazing people.
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