This marks the third Tuesday in our ongoing series based on the Job Candidate Bill of Rights by John Younger. Last week we took a look at #2 and discovered some variations on the definition of “Credibility.” Today, we’re going to get up close and personal with the concept of accuracy.

Accuracy
The description of an open position should accurately and specifically identify the unique attributes of that position as they relate to the Hiring Manager, organization, geography, work group, work to be completed, and performance measurement criteria.

On the surface that looks pretty simple and straightforward. However, anyone who’s gone back to the job boards time and time again is probably aware of the fact that accuracy isn’t on the top of the list for a number of job posters. More often than not, you’re met with vague descriptions or job titles that don’t really tell you anything. You’re also rolling the dice when it comes to requirements. While some posts give an in depth description of the type of education and experience the company is looking for, they don’t always paint a clear picture as to what you’ll be doing, who you’ll be doing it with, and how they expect you to do it.

As with many of the problems in today’s online job search, candidates simply don’t have access to the all of the information they need. Many blame this inaccuracy for the seemingly perpetual disappointment of job candidates and consider it the reason why employers are continually complaining that the “right people” aren’t coming into apply for a job, but others believe that there’s a variation on the accuracy issue that needs to be addressed as the real problem:

“I’ve just read a post where the writer advocates writing accurate job descriptions to ensure applicants aren’t disappointed with their jobs…In my experience as the President and Founder of several online career centers and an HR Consulting company, the vast majority of disappointed employers tend to complain about the unqualified applicants who apply to their jobs. However, the root of the problem is really the unclear job posting. The employers complain that the unqualified candidates who apply to their jobs are wasting their time but in fact it is them who are wasting the candidate’s time. All of the articles I read in the marketplace are for candidates helping them write cover letters, format their resumes and conduct a job search. Nobody does anything to help the employer with writing a clear job description.” (From HRevolution)

The article goes on to give a few tips on how to write a clear (or accurate) job posting, which raises the issue of a possible Hiring Authority Bill of Rights, but let’s not get into that right now.

For many posters, it’s not about accuracy, it’s about language. Let it be said, though, that clever marketing-speak should never take the place of the truth. Yes, we probably did sound like your mom just then, but there’s no easier way to anger a legion of candidates and get yourself virtually blackballed than by continually going for the post that’s all flash and no substance. You know the ones where you try to make a receptionist job sound as though the fate of the entire industry, nay the world, depends on the person that fills the position. Not that receptionists aren’t important, but don’t make it sound like the job’s going to let them travel to space or fight a dragon or something like that:

“Recruiting may be sales, but it doesn’t have to be the same old marketing. Most experts will tell you that you have to put together “sexy language” in order to get people to apply for your job. But in the New World of Recruiting (NWR) people can find out the truth whether you put it in the job description or not. If you are honest with someone right from the start you can use that trust to decrease hiring cycle times and costs. Sell them your “sexy language” and when they find out it isn’t true (and it never is), you will experience higher turnover and lower employee morale. Sexy language doesn’t pay off in the NWR.” (From Talent Seeker)

It’s amazing how often the things we talk about that need to be done in recruiting are things that we’ve all probably be hearing since we were three. In this case, don’t lie and make sure people know exactly what they’re getting into before they meet with you. It’ll make it much easier for the candidate, but it will also give recruiters and hiring authorities a much better chance of finding the type of talent they’re looking for.

Make sure to join us next Tuesday for an expose on “Consideration.”

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