Traditional job descriptions fail miserably in defining success. The only useful purpose of traditional job descriptions is for a few basic needs of compliance and regulatory reporting. Traditional job descriptions are worthless for hiring as a tool for predicting future success. At best they define minimum, average, and mediocre requirements. Skip this step of properly defining a position or do it poorly, and hiring is an uncomfortable, cathartic, and painful process.

Do the following symptoms describe the sensation you’re experiencing around defining success for a key opening:

• you’re frustrated by the fact that less than 50% of your hires live up to your expectations
• you’re not sure where to start in defining success for top talent
• your boss and you disagree on what the needs to