Do companies really need traditional qualifications-based job descriptions in the recruiting process? Why? Should job postings be highly detailed about the nature of the job and the skills expected to perform the job functions, or should they only be broad descriptions? Why?
Some commentators in the HRM field have argued that such job descriptions are unnecessary and are, in fact, a leading cause of the inability to hire top candidates, and that they lead to a variety of hiring mistakes. Others argue that they are the foundation of a well-designed recruiting and selection process. What do you think?
I believe that companies really need traditional qualifications-based job descriptions in the recruiting process, in order to let applicants know what the qualifications are for the specific position, and to allow applicants to analyze their credentials and to determine if ...