Understanding a role

Preparing a JD

Contrary to popular belief, in my experience I have found that skills and work experience are some of the least important details in a Job Description. Candidates tend to want information about the company and the role before getting into skills/compensation info.

To get this information you may have to take time to review the company’s website and LinkedIn profile. The company website gives you an idea about what they do/their mission and their achievements. The company’s LinkedIn profile tells you when it was founded, its specialities, list of other companies with similar offerings (competitors) and finally their current employee profiles.

Once you get an idea about what the company does, the second vital segment is the Hiring Manager.

For example if you are hiring for a UI Developer in InMobi, first read the hiring manager’s LinkedIn profile — Understand what background he comes from (education/earlier companies, etc), his recommendations (This gives insights about his working style/any stand-out points). In general people always like working with folks whom they have worked/interacted with in the past and this exercise will help you do that.

Lastly, look at profiles of other UI developers at InMobi and their background. This will help you draw inferences for what the company wants/ what the hiring manager wants / what a prospective candidate wants (you may map this to existing employee profiles).

With this you would have gathered considerable info about company/role. Now try to put this info into a format through which you share the same with prospective candidates.

Below is template which I follow and I like filling this info by research (not by asking client as I get to learn and understand more by doing it self)

JD for a product company
Company core business, what they do:
Company strength & culture:
Founder background /market reach & achievements:
Related links & videos:
Role:
What are we actually building:
Till where have we reached & where are we stuck: (current pain point)
Reporting hierarchy:
What are we looking for (skills):
What do you get (perks, benefits, etc.):

JD for a services/consulting company
Company/Team (Practice/vertical) core business, what they do:
Company strength & culture:
Practice/vertical background/market reach & achievements:
Related links & videos Role:
What client/project we are consulting/working on:
Project status (consulting/implementation/production support):
Reporting (Global delivery/Matrix reporting needed?):
What are we looking for (skills):
What do you get (perks, benefits, etc.):

If you follow this as an exercise, you will be soon able to map similar companies based on service offerings and industry segments after certain iterations.


Raghu Tenneti

About the Author

Raghu Tenneti is an Advisor at TalentExperts. He believes speaking/connecting with candidates is not always about selling a job on hand but rather understanding their needs and helping them find some place that makes them tick. You can reach him at raghu@talentexperts.co.