Job descriptions can be too vague, only focused on actions or results, not time-stamped, or have too many expectations.
A “scorecard” is a more effective tool for hiring and performance coaching, because it answers why, what, how, and by when.
The scorecard approach improves hiring success rates and enhances impact and enjoyment at work helping colleagues achieve meaningful results.

You're reading 5 Mistakes Leaders Make With Job Descriptions, originally posted on SMARTthoughts for Leaders and copyrighted by Dr. Geoff Smart.