provide feedback on the following discussion post. do you agree with the use of job description to assess job performance? The first step is to have an up$-$to$-$date and accurate job description $($JD$).$ The JD should have descriptions of the main tasks and key accountabilities of the role that a candidate would need to be able to perform. There should also be skills, attributes and experience requirements within it$.$ If there are certifications and education requirements, they should also be listed. This way the recruiter can properly screen skills, experience and education from candidates to the JD$.$

The next step is understanding items outside the JD that can impact the performance of the candidate. The best way to do this is in conversation in the form of an intake meeting with the hiring manager. In my experience, this step is most valuable as it is when there is a chance to listen for additional information that may add to finding a best$-$fit candidate. Gathering insights into the role, the department and even the management style of the hiring manager can assist in finding the best$-$performing candidate now, and in the future. For example, if the hiring manager said that the company plans to grow the role and promote it$,$ then the candidate should want career growth. The company could be planning to relocate operations to another country. If the position is a tax accountant and a candidate has experience in that country that would be beneficial to the company.

A great way to get additional information is to come to the meeting prepared. Read the JD ahead and come prepared with exploratory questions. Finding out more about the role, the team, and the plans of the company also helps candidates understand performance expectations beyond the role. The same process is important before meeting a candidate. Read their resume ahead and come prepared with exploratory questions. Just as important as candidate answers, are candidate questions.