Use job descriptions to support leadership.

Pavur, Edward J.

doi:10.1080/10887151003776596

Cited by 7 publications

(9 citation statements)

References 4 publications

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“…Despite mixed results, a common theme is that the studies focus on the idiosyncratic characteristics of the "job candidate" to determine the candidate's likelihood to pursue a sales job. However, scholars have suggested that external marketing factors may also influence the job candidate's evaluation of a job (Hawkes and Weathington, 2015;Pavur, 2010). Extending this research stream, this paper investigates resistance toward sales jobs from a branding and consumer learning perspective.…”

Section: Theoretical Background and Hypotheses Developmentmentioning

confidence: 98%

“…For example, a competency-focused organization will likely emphasize its focus on individuals' skills and potential, opportunities to learn and grow, and long-term goals, while a job-focused organization will likely emphasize the tasks and activities (Lawler, 1994). Since job candidates likely use job descriptions to gauge their fit with a firm and determine their interest in pursuing a job, properly designed job descriptions will enable firms to attract the right job candidates (Lawler, 1994;McGinty and Reitsch, 1992;Pavur, 2010).…”

Section: Re-labeling Job Descriptionsmentioning

confidence: 99%

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Marketing social selling jobs: a re-labelling strategy

Kim

Talbott

2018

MIP

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Purpose The purpose of this paper is to investigate whether communicating recent changes in the sales profession, shifting from a performance-focused model to a customer need-focused model, to job candidates by re-labeling job descriptions can increase job candidates’ interest in pursuing sales jobs. Design/methodology/approach Two experiments using job candidates (undergraduate business students) were conducted at two public US universities to examine: whether job candidates use job title or job description to determine their interest in pursuing jobs and whether terminology used in the job description affects job candidates’ interest in pursuing sales jobs. Findings Results show that job candidates’ interest in pursuing jobs are affected by job titles more than the actual job responsibilities. Further, job candidates’ interest in pursuing sales jobs is affected by terminology used in the job descriptions, where customer need-focused (selling-focused) terminology increases (decreases) interest in pursuing a sales job. Practical implications Sales jobs have been recognized as one of the hardest job positions to fill. Results from this paper can help recruiters develop effective strategies to improve job candidates’ interest in pursuing sales jobs, especially the emerging social selling jobs. Originality/value Contrary to most extant research that investigates resistance toward sales jobs by examining job candidates’ idiosyncratic characteristics, this paper adopts a branding and consumer learning perspective and examines how job candidates’ interest in pursuing a job is influenced by their ability or willingness to process job information.

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Section: Theoretical Background and Hypotheses Developmentmentioning

confidence: 98%

Section: Re-labeling Job Descriptionsmentioning

confidence: 99%

Marketing social selling jobs: a re-labelling strategy

Kim

Talbott

2018

MIP

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show abstract

“…Job listings refer to both internal and/or external postings of available positions in an organization (Ghazzawi & Accoumeh, 2014). Job descriptions are a listing of tasks and duties a potential hire is expected to perform (Pavur, 2010). Job specifications refer to the summary of qualifications needed for success in a job (Ellington et al, 2015).…”

Section: Theoretical Foundationmentioning

confidence: 99%

CandiDating Game: An Exercise in Interviewing and Hiring

Howe

2020

Management Teaching Review

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This article describes a game show-style classroom exercise that is appropriate for any management-related courses that wish to enrich students’ understanding of a key phase of the hiring process. The activity introduces the importance of job descriptions and job specifications through a semiscripted unstructured interview patterned after a classic television game show. In The CandiDating Game, one student interviews three candidates in front of the class. Through varying the job specifications that each student receives without informing the students or interviewer, the instructor can use this activity to engage the class in a rigorous discussion on the importance of job specifications and the general structure of interviews.

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“…Job descriptions can be prepared for several different purposes, for instance to set the sphere of work activity and its characteristics, to analyze the demand for recruitment (Finkelman, 2010;Stybel, 2010;Pavur, 2010) education and training skills, for communication between social partners (e.g. trade unions) and also for statistical analysis, etc.…”

Section: The Content Elements Of Job Descriptionsmentioning

confidence: 99%

Formal options for job descriptions: theory meets practice

Pató

2017

JMD

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Purpose The purpose of this paper is to present the possibilities of formal and structural appearances of a job description, with correct content, through corporate examples and the result of a research. Design/methodology/approach The author in this paper aims to demonstrate the possibilities of the design of job descriptions, based on more than ten-year-long, intense, empirical research of job descriptions (cca. 1,200 examined and analyzed items). Findings During the research work, a 2D job description sample has been created, mapped from a 3D job description, based on an earlier research. This 2D sample can serve as a good starting point for companies in the creation of new documents. Furthermore, the process of the formal visualization of job descriptions has been described, and structured and semi-structured formal visualization have been illustrated, with corporate examples. Research limitations/implications A well-visualized job description can lead the employee, the employer and the company as well to comprehension and competence, thus job descriptions become one of the tools of HRD visual management. Practical implications The aim is to support the job description writing process, which therefore will lead to a well-formed and well-structured, attractive, “living” document. Originality/value The form and content of a job description, the aims that it serves and the message it conveys really make a difference. 3D job descriptions are under patent design protection in Hungary (Registration Number: 90 806 D0500121).

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Use job descriptions to support leadership.

Cited by 7 publications

References 4 publications

Marketing social selling jobs: a re-labelling strategy

Marketing social selling jobs: a re-labelling strategy

CandiDating Game: An Exercise in Interviewing and Hiring

Formal options for job descriptions: theory meets practice

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