. . . focusing too much on the job description, and not the person. Yes, the job itself is critical. But how often do you read or produce a job description that looks exactly like everyone else’s? Is your job and your company exactly like everyone else’s?

When I speak with a new or prospective client to discuss their upcoming search, I challenge them to give me the info I need to find them the best new hire possible. For example, say I hear: “I need a self-starter, and a good writer.” Well that’s great, but so does everyone else. What I want to hear is, “You know, we really have a start-up area here. I don’t need the type of person who wants to enter into a well-oiled machine and make it even better. I need a person who likes to walk into a blank slate and totally build it upwards, and who finds that a complete blast.” Or, “I need a business analyst who can interview like a detective. They need to dig, probe and work with some challenging people. Too timid, and they wouldn’t last a week.” Now we’re getting somewhere. I ideally want to hear something like, “We have these unique meeting rhythms of ABC and the type of person needs to gel with that format.” Or, “This person really needs to love, eat, breathe and dream about technology trends. I want the type of person who subscribes to Wired Magazine and can’t wait for the next internet security tool to launch into the market.” Okay, now I know who to find for you. None of these items actually discuss the open job – they depict the type of person who can learn that job and excel in it, and who will stay at that company because they fit the organization and culture so well.

I know there can be HR and Corporate Communications restrictions on your job descriptions. But try to work creatively within them, and push the envelope to extend them. We’re all in marketing here, and we all know that one key is differentiation. This applies not only to our job descriptions, but how we recruit as well.