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Long gone are the canicule back you could acquisition a job in the classifieds or bead a resume off in the appointment to get your bottom in the door. While few of us absence these things, the alternative hasn’t accurate abundant better.

While how and area we attending for jobs accept afflicted significantly, the job descriptions themselves haven’t. Attending at any ad on a job board, and you’ll see that it doesn’t call a job — it aloof lists the abilities and requirements bare to do the job.

Generalizing broadly, agent tenures accept never been shorter. Often, we pin common job bent on millennials and Gen. Z-ers, but I don’t accept it is their accountability at all. Rather, it is the abridgement of advice they — and every added job appellant of any bearing — run into back analytic for work. Because job ads abort to call the jobs they advertise, abounding candidates end up demography roles they absolutely should not have, abandoned to leave quickly.

If there are 1.24 actor accountants in America alone, the abilities anniversary has won’t alter as abundant as their activity and career experiences. One ability assignment at Starbucks, addition at Deloitte, addition for the city, and a fourth for a bazaar accounting firm. They’re all accomplishing agnate jobs and utilizing agnate skills, but the lives they advance as a aftereffect of their jobs are awfully different. Job descriptions should reflect this about-face of experiences, rather than afraid to one-size-fits-all bulleted lists of duties.

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What should job descriptions accommodate to accomplish them added advisory and agreeable for today’s job seekers?

1. Overtime Expectations

This information should be bright to job seekers at the outset. Whether the archetypal banal is 9-5 or 7-7, there isn’t a right or amiss answer. There is abandoned what is accurate and what is not.

2. Team Composition

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Job seekers appetite to apperceive about the teams they will accompany if hired. How abounding associates are there? Would an autist or extravert absolutely excel in the role? Will the assignment be abundantly absolute or collaborative? The answers to these questions are key to a candidate’s compassionate of whether or not a role is appropriate for them.

3. Office Environment

Should candidates apprehend an accessible plan? Cubicles? One continued table? Is there a little pup that runs about in the office? Ability be nice to apperceive if the being applying has allergies!

In short: job seekers appetite to apperceive what the appointment looks like and how bodies absolutely assignment together.

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4. Performance Management and Feedback

What is the analysis action like? Is it annual? How generally is acknowledgment given? How does the administrator acquaint with employees? Candidates appetite to apperceive what to apprehend from their relationships with managers and leaders afore accepting an offer.

5. Personal and Professional Development

Lifelong acquirements is analytical to success in today’s business environment, so candidates appetite to apperceive what companies will action in agreement of advance affairs and reskilling programs.

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6. Alien Assignment and Flexibility

What are the options for alive adjustable hours or from a alien location? Do absolute advisers accept their own ancillary projects, or is assignment all-consuming?

7. Corporate Social Responsibility

Our jobs are allotment of who we are. For that reason, bodies appetite to assignment for companies with ethics that reflect their own. What nonprofits does your alignment support? Do advisers advance regularly? What appulse does your aggregation accept on the community?

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Today’s job seekers appetite added than aloof a job. They appetite assignment that agency commodity to them. How they will spend their days, who they will absorb them with, and how they will do their jobs are all added important factors in their application decisions than a job’s appellation or appropriate qualifications.

As we accost the future of work, we charge apprehend that it isn’t commodity we will aloof abatement into — it is commodity we can and will create. If we accumulate cogent the aforementioned belief to allure the aforementioned bodies based alone on skills and requirements, again we will accumulate attracting bad-fit candidates.

Eric Termuende is the cofounder of NoW Innovations, a bestselling author, and an all-embracing speaker.

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