Some forms of technological innovation represent a paradigm shift in how people live, and businesses operate.
Smartphones were a revolution that is still ongoing, and companies that failed to adjust to new forms got left behind.
Other times, technology is mostly an overhyped gimmick that doesn’t live up to the excitement.
Somewhere in the middle, a new digital path can make a huge impact, even if it doesn’t change life for billions of people worldwide.
Job description software is more than a tool to help your HR pros. Please read on to learn about the role it plays in companies from the time before a person is hired to long after they retire.
Core Competencies In The Descriptions
Do you know exactly what skills, experiences, and behaviours a person needs to thrive in every position in your business?
It may sound like an easy question at first, but the core competencies required are harder to pin down the more specific you’re trying to be.
Large organizations have multiple divisions, so HR may struggle to understand the full depths of each one. In smaller companies or groups, employees may be expected to be versatile and wear different hats.
Even if your HR personnel are able to dig down deep into the core of every position and come up with job descriptions that attract the perfect candidate, it takes time and energy away that could be productively spent elsewhere.
Job description software focuses on the core traits underlying what it takes to succeed in a given position.
Aligning your institution around these core competencies lets you scale up easily and effectively: by establishing what a position requires off the bat, you can then use the same criteria in later processes.
Free up your HR teams and empower them with digital tools so they get much better results in less time. J
ob description software comes with a database of over 1,000 high-quality, competency-based job descriptions that your HR pros can use as is or customize as needed.
Let’s check out the role these core competencies play down the road.
Job Interviews That Get To What Matter
The competencies at the heart of the job description play a major role during the interview.
Businesses must follow up on the competencies which make a resume stick out from the pile once they’re face-to-face with the candidate.
Job description software has a database of competency-based interview questions, so there’s effortless alignment between the process used to attract job candidates and the actual job interview.
HR, managers, and executives are free to use the interview questions as a prompt they can refine or expand on.
Both the job descriptions and the interview questions come from a combination of distilled HR wisdom over decades and powerful AI.
Leaning on knowledge from specialists and computing power gives you the best of both worlds.
Computing power has improved by leaps and bounds in recent years, but even the most advanced AI is no substitute for the finely honed instincts of HR professionals and business leaders.
When your top people use computers as a tool, they work in harmony together to get maximum results.
People across industries have speculated about how artificial intelligence may impact people’s jobs, so in a way, it’s fitting and hopefully reassuring that HR tools currently use AI to help with the hiring process!
Data Gives Employees Measurable Targets
Now we get to the surprising aspects of how crucial job description software is long after the interview is over and the employee gets hired.
The competencies embedded in the job descriptions and interview questions represent what the company needs from the employee and what the employee has to offer.
Once this alignment is initially established, it helps tie these two aspects together moving forward by giving managers and executives numerical targets they can relay to their employees.
Providing such clear and actionable metrics to reach instead of vaguely worded goals improves workplace performance.
Employees can take agency over their work because they know precisely what to do to get their next promotion.
Sometimes the path to move up and advance in an organization is not so clear, and managers can stifle employees’ growth by claiming the ambiguous targets weren’t reached.
Job description software increases employee loyalty to the company by letting them feel in charge of their career and personal finances.
Direction, clarity, and loyalty are crucial intangibles in workplaces that managers may struggle to achieve.
Job description software makes these elusive but vital qualities readily accessible.
Workplace Evaluations and Succession Planning
Finally, after the job description software sets employees on the right path by aligning the company’s needs with their innate skill sets and behaviors, it uses these criteria as the ongoing basis of evaluation.
What could be fairer and more transparent than establishing what the business needs of them and what they can deliver and assessing their performance on these mutual qualities?
Companies can use the software to go beyond a single employee and extrapolate how the entire business is faring.
Stitching together the career trajectory of each employee gives managers and executives an impartial and clear bird’s-eye view of where the company is heading.
Businesses need to anticipate tomorrow, and career pathing answers critical questions about who your employees are and what they can do.
Leaders need a clear perspective based on fundamental data when making personnel decisions taking the company forward, not a subjective view based on their vital but limited perspective.
They can make effective personnel decisions about everything from the next campaign to the company’s future leadership with the objective metrics that job description software provides.
The name may suggest that this is fundamentally a tool to help only your HR professionals, but using job description software can become your company’s foundation and organizing principle because of how effectively it unites business needs with employee talent.
Job creation software doesn’t garner the headlines that Apple technology gets, but you should consider using it to align processes and boost your bottom line.