I’ve been reading a number of job descriptions (JDs) as of late and while they’ve been steadily improving over the past few years, something happened in 2021 and I’m seeing more and more of the boilerplate, jargon filled, word salad nonsense that defined JDs from years past.
This is especially true of executive director and CEO positions and for candidates, that should be giant red flag. Pardon me for stating the obvious but if your JD is devoid of anything that informs candidates know about that organization’s challenges, run.
One simple trick to determine your JD’s effectiveness is remove all instances of the organization’s name and location. Is it still obvious to candidates which orchestra this is? If not, you need to dig back in and thin out the pablum.
The topic of job descriptions is something we’ve covered frequently; here are some of the more popular installments over the years:
A snarky tweet from @OrchestraSay the other day got me thinking about workplace leadership jargon that can use a timeout. https://twitter.com/OrchestraSay/status/1219274768521875456 An "open-door policy"…