Phase 2: LBA Job Specification

Is it any wonder that 99% of job descriptions are completely ineffective at attracting the best talent for an executive role? They typically list a set a minimum requirements for the position in terms of skills, responsibilities, experience and qualifications. These job specifications are completely uninspiring and typically only succeed in attracting mediocre candidates.

Spend time

For something that is so key in the hiring process, it is amazing how little time effort and thought goes into the production of a job specification. Very often no job specification is produced at all and in many other cases, an old spec. is taken off the shelf, dusted down and updated to roughly reflect the requirements of the current open position.

Think ahead

To write an effective job specification, you need to think about outcomes and what would constitute success in the role. You need to fast-forward 12 months and imagine that you are appraising the performance of the new hire. What would represent outstanding performance? This is invaluable for identifying the small number of performance indicators that will determine an individual’s ultimate success or failure.

Use the tools

An LBA Job Specification will be specific about the elements of the role which will determine success and will also look at the key challenges, problems and obstacles to be overcome in order to achieve success.