5 Principles of Good Job Design

Love this post from brainfooder Dali Chabaane - who starts by making a convincing case that most recruitment problems stem from bad job design (lets face it, most jobs are not designed at all, but rather are inherited entities...), so here is his 5 principles of doing that part better.

𝟭. 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗼𝘂𝘁𝗰𝗼𝗺𝗲. Name the 12-month result the role owns (revenue increased, time saved, risk reduced, feature shipped, etc). If you can’t name it, you’re not ready to hire.

𝟮. 𝗗𝗲𝘁𝗲𝗿𝗺𝗶𝗻𝗲 𝗿𝗲𝗮𝗹 𝗼𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽. One person = one core outcome. Fewer handoffs, fewer status meetings, more responsibility.

𝟯. 𝗔𝘂𝘁𝗼𝗺𝗮𝘁𝗲 𝘁𝗵𝗲 𝗻𝗼𝗶𝘀𝗲. Anything repetitive becomes a workflow or tool. Hire for judgment, synthesis, and decisions.

𝟰. 𝗗𝗲𝗳𝗶𝗻𝗲 𝟯–𝟱 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀, 𝗻𝗼𝘁 𝟮𝟬 𝘀𝗸𝗶𝗹𝗹𝘀. Focus on what actually drives the outcome.

𝟱. 𝗦𝗲𝘁 𝘁𝗵𝗲 𝘀𝗰𝗼𝗿𝗲𝗰𝗮𝗿𝗱. 3-4 metrics the hire will move, reviewed periodically. Not some sort of mystery success.

Pretty good eh? Have a read for further insight here.