As an IT recruiter, I thrive on the challenge of finding the right candidate for roles that are not defined or have a fluid nature. These roles offer an opportunity to work closely with the hiring manager and other team members to gain a deep understanding of the job’s purpose and expectations — and to think outside the box to identify candidates who might not fit the typical job description but possess exactly the right skills to excel.
Flexibility
One of the biggest advantages of not having a job description is the flexibility it offers. It allows the company to tailor the role to the candidate’s strengths, rather than trying to fit a candidate into a predefined mould. This approach can lead to greater job satisfaction, as the candidate feels more aligned with the role’s purpose and is better equipped to contribute to the company’s success.
Innovation
Not having a job description can also be a sign of a company that is open to innovation and experimentation — an indication that the company is willing to take risks and try new things, which can lead to greater creativity and a more dynamic work environment.
Defining Purpose
That said, it’s important to note that not having a job description doesn’t mean there are no expectations or responsibilities. It’s essential to have a clear understanding of the job’s purpose and requirements to ensure the candidate’s skills align with the company’s needs. This can be achieved through open communication and ongoing feedback between the candidate and the hiring manager.
Key Questions to Ask
When working with a company that doesn’t have a job description, these questions help define the role:
- What is the main objective of the role?
- What are the key responsibilities and duties?
- What are the expectations for the candidate in the first few months?
- What specific skills and experience are required to excel?
- What challenges might the candidate face in the role?
A Real Example
In my recent experience, I partnered with two businesses that didn’t have a complete job description. One was looking for a Transformation Programme Manager; the other was seeking an Implementation and IT Training Manager. In both cases, we had in-depth discussions about the roles and ideal candidate backgrounds, and I was able to successfully place candidates who were well-suited for both positions.
I personally love working with clients on roles without a job description. Understanding my client’s needs, the purpose of the role, and where they see it developing — then taking this to the market and finding candidates who align with what the business is trying to accomplish — is the best part of my role.
Posted by: Rutherford Briant