If you are a manager looking for a new role, it might be a good idea to take a closer look at the role description, according to a new study.
A report by U.S. business recruitment firm McKinsey found that job seekers seeking to become managers had significantly fewer options when it came to applying for and getting hired.
McKinsey researchers said that if job seekers want to make an informed decision about whether to pursue a role, they should look at job descriptions before hiring managers.
“We are finding that the most common job search strategy that jobseekers use is to look at role descriptions and job postings and compare them to other job descriptions, and that this leads to a bias that is often based on the job description,” said Tim O’Brien, who led the research.
“For instance, in some job descriptions a manager could say that they are a marketing professional or a salesperson and they may not necessarily fit that description.”
O’Brien said that job postings should be read by job seekers, and it’s important to keep in mind that job listings are often filled with information about the job, but not all job seekers will use that information to make the right decision.
“If you are looking for an entry-level job, you can look at some job listings and you will likely see some job description that could apply,” O’Connor said.
“But for a manager, it is probably better to go to the job descriptions that describe what the job is and what the responsibilities are, because then you will be able to make that decision for yourself.”
In the McKinsey study, McKinsey’s experts examined job listings for new employees at more than 200 large and midsize U.K. companies and found that there were fewer than 20 different job descriptions listed by managers for entry- and entry-line managers, compared to 40 for entry and entry level workers.
“I would suggest that job descriptions should not be used as the sole criteria for deciding what to apply for, and you should always consider the job’s responsibilities and benefits,” said O’Neil.
“Job descriptions are only as good as the people applying for them.”
Job descriptions for new hires should also be read carefully, and the study found that they can help employers understand the roles, responsibilities, and expectations of a candidate.
For example, the job title should include the position’s key responsibilities, such as managing a team, helping to run a company, or working independently, and should also include some information about potential benefits.
“When hiring managers and candidates are looking at job description, they might be trying to see if they can see the benefits or the role’s benefits,” OBrien said.
“The job descriptions are not necessarily a guide to the person or the company’s culture, and so if a candidate wants to get an entry level job, they are going to need to go through the job information.”
“It is important that candidates know how to apply the job and what they are looking to do.
If a candidate doesn’t know how the job functions, they don’t know the role is a good fit for them.
You need to give them an understanding of how the position operates, and then it’s up to them to figure out how to get the job.”
According to the McKinley study, job descriptions were used by nearly 40 percent of applicants to apply to the top-ranked job listings, while only 5 percent of job seekers were successful in applying for the entry-and-entry positions.
“Candidates should have a broad understanding of the company, the role, and its benefits,” wrote McKinsey executives.
“They should also know how much it will cost and what benefits it provides.”