48% of employees say the role they were hired for isn’t the job they’re doing

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Misleading advertising is all-encompassing and inescapable – it continues to pepper the Internet, our cities’ billboards and product packaging. And the recruitment industry is no exception. A recent Employment Office poll reveals candidates are experiencing such bait-and-switch practices in the recruitment space. In fact, almost half of employees surveyed reported the job they are doing isn’t the role they were hired for.

Although crafting a job description to make the role sound better than it actually is may attract more candidates in the short term, misleading job descriptions have significant long-term repercussions. With an entire talent pool enthusiastic under false pretences, any candidate attracted by a misleading job description is inherently the wrong person for the role. As such, new hires quickly leave, and will likely share their experience on employer review websites such as Glassdoor, Great Place to Work or Indeed.com. Ultimately, misleading job advertisements costs an organisation more time and money in the long run, and risk damaging their employer brand.

Read on for our top three tips on how to accurately communicate the ins and outs of the position at hand to ensure you recruit the right fit for the role.

1. Conduct an exit interview with the incumbent. Of course, you need to ask why they are moving on, but delve deeper to discover what your future talent pool needs to know. The following questions will help you gain a complete picture of the position:

  • What did you value most about their role?
  • What did you dislike?
  • Did your role change over time? If so, how?
  • Was there anything unexpected about the role? If so, what was it?
  • What are the key qualities and skills we should seek in your replacement?

It’s a good idea to revisit your exit interview notes on other past employees of this position to learn how this role has evolved over the years and gain an insight into the direction the role may take.

2. Nail your job description.

  • Describe what the job entails on a day-to-day basis. It is a good idea to ask your sitting employee to write a list of the activities they get up to on a typical day.
  • Consider how this role will evolve. Your exit interview will provide valuable insights on the future of the position. However, key figures in the business direct the company’s activities as a whole, and as such, have a major influence on the responsibilities of the position. For example, new products and services, and bringing on new clients, can have a significant impact on a role; expanding and contracting responsibilities, altering teams and shifting career paths within your organisation.   
  • Don’t be afraid to describe the challenges of the position. Expressing the difficulties of a role will weed out unfit candidates at the application process, rather than later – during the interview or worse, after they’ve been hired! For example, if a position requires the worker to relocate to a rural area, highlight this factor to attract people who would embrace this challenge. If you’re hiring for a fast-paced sales-based role, say you’re looking for someone who thrives under pressure.

3. Invite the shortlisted candidate to shadow the sitting employee. Not only will the applicant be able to see first-hand their potential daily schedule, but this is an opportunity for you to observe them in the context of the role and confirm if they are a good fit for your organisation’s culture. At the end of the week, when your candidate signs their letter of acceptance, you’ll have peace of mind they are truly passionate about the role for which you hired them.

Doing your research and creating accurate job advertisements will ensure your new hire is prepared for all aspects of the role, helping you build a robust team that will stick around in the long run.

Editor’s note: Employment Office provides outstanding recruitment advertising services as part of a fully integrated recruitment marketing process. We cover all aspects of an organisation’s recruitment needs whilst being transparent and cost effective.