Generally, search parameters are a list of responsibilities. That is understandable. Reaching higher to inspire and assist candidates to see they can achieve something for your company is a sharp way to deal with candidates. Lets look at tasks to accomplish job descriptions.
If you interview a candidate and ask them if they can sell industrial products, they can say yes or no.
But if you say we need someone who can sell $500,000 in industrial products a year, you can ask if they have ever done that before and start digging.
If you think about a manager position you need, you need someone who can do certain things for you each year. Work is not static but dynamic. However, you actually likely have 3 or so hot issues you want the person to accomplish.
These draw in candidates who seek the challenge to achieve something. See also Jobs Are More Than Work.
Why Tasks to Accomplish Job Descriptions?
A list of 10 responsibilities may be needed, but it is a yawn for candidates and no recruiter can recruit for 10 things. Actually, if you look at such lists, only the top two or three items are actually critical.
A challenge to climb one mountain invigorates. It helps focus hiring managers and recruiters. A recruiter can carry three key issues in his head while interviewing and searching for certain behaviors. Gradually, they can check certain boxes and understand the depths of someone’s achievements they carry to this job. Notably, while you need this person to accomplish three things, what we further note as we interview is how these people learn and how they grow and make decisions. Also, we see whether they can be vulnerable or very closed or polished to cover up. These, every candidate need plus the functional achievements you need done. That is s complete JD plan.
We can handle other methods, but we will usually ask you your top three needs to get done in next year with this hire. These gives focus and helps you find the right candidates.