Jobs-to-be-done and your Job Post.

Have you ever considered that your Job Posts is actually the one getting Hired?

Are you familiar with the Jobs to be Done framework?

Developed by Tony Ulwick, it’s the process of uncovering the true motivation behind a customer’s need for a product or service. One quick example that is often given is that a customer doesn’t really need a drill, what the customer needs is a hole.

In that example, the hole is the job that needs to be done and the customer is choosing to *hire* the drill to do the job.

Let’s think about recruiting within this framework.

A jobseeker needs employment because they need to make money to pay bills, enjoy life. That is their goal: to find work that they enjoy and make good money.
A jobseeker then *hires* a job board, app, word of mouth campaign to get the job done of finding enjoyable employment.
Understanding that, the “job” of your company’s job post is to help the jobseeker reach their goal of finding employment. Back to our drill example, remember the customer’s goal is not to buy a drill but to get a hole. The customer, therefore, must hire a drill. But there are many drills to choose from. The job of the drill’s packaging (marketing!) is to make it easy for the customer to reach their goal: Finding the best drill that will get them the hole that they need.

This is the job of your job post. And like the packaging of a drill, most shoppers (job seekers) know that the product (or specific role) has the basic capabilities. A Bartender or Line Cook comes into the job search understanding the basic job duties of those roles. The drill’s packaging doesn’t need to announce that it will actually drill a hole. Instead, it’s promoting the ease of use or the strength or other features that set it apart from its competition.

In the same manner, your job description doesn’t need to waste space telling a bartender that they’ll be expected to mix drinks and serve customers. They know this already.

What they don’t know is why should they come work for you? Again, their goal is to find enjoyable employment.

4. The last piece is the barrier to entry. How hard is it for the customer to accomplish their goal? In recruiting, what are the challenges to a job seeker finding jobs? When they do find a database of open roles (job board), how easy is it for them to navigate, find these job descriptions, apply to the jobs?

This is where we come in.

Since we know that many job seekers are not actually active job seekers, but rather categorize themselves as “open to offers.” This state, also known as, I’m-busy-working-but-if-something-more-intriguing-lands-in-front-of-me, I’ll-take-a-look, is the number one situation in which people change jobs in any industry.

With this in mind, if your hiring strategies don’t include methods to get in front of the passive job seeker, then you are failing at recruiting the most hirable candidates.

If you want to know how to do this, get in touch with us.

Happy Recruiting!