Crowdsourced Job Descriptions

In thinking about how businesses can become more socially-calibrated, I am surprised we are not seeing more experimentation with crowd-sourcing job descriptions. Certainly, Best-Buy has already proven that this could technically be done by crowd-sourcing a job description for a social media manager position through customer polling… I wonder how that worked out for them.

However, think about what corporate life would be like if every job description, even the CEO’s, was internally crowd-sourced within the organization… job descriptions could become living, breathing documents that can be dynamically calibrated to suit the ever-changing needs of the company.¬†Certainly, most high-level competencies and roles might remain more static, but sub-routines within those larger competencies could certainly become more fluid.

Crowdsourced job descriptions could also potentially lead to more measurable individual performance metrics, eventually bubbling up into more socially-calibrated resumes.

This entry was posted in Career, Collective Intelligence, CrowdSourcing, Social Business Design, Wisdom of the Crowds. Bookmark the permalink.

2 Responses to Crowdsourced Job Descriptions

  1. Chris says:

    Cool idea about crowd sourced descriptions. Can you elaborate on what you mean by: “Crowdsourced job descriptions could also potentially lead to more measurable individual performance metrics…”

    • Thanks for responding, Chris. I think that most people’s job descriptions are often written by a handful of people (hiring manager and HR manager). Those new hires are then evaluated (if they are lucky) in a 360 review process by others that they interact with, against an ambiguous set of values that the company overall aspires to. It’s a mess, and its no wonder that political games, sycophancy and other corporate diseases emerge.

      If on the other hand, those who would work with the new hire were called upon to write the job description/responsibilities, and charged with only putting things on there that could be objectively measured/rated, both the new hires and the company overall would be better off. Even if a more ambiguous responsibility was voted into a job description by a hiring group, the onus would be on that group to then rate that individual against it. Job descriptions would be more accurate, specific and at the end of the day, measurable… and new hires would probably derive more satisfaction from their careers, if anything due to the fact that they came into a job knowing exactly what they were getting into.

      Of course, nobody has it all figured out… I just feel like too few companies are pushing the envelope far enough in experimenting with models that have essentially been validated in other applications.

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