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Why writing the JDs are critical?
28 Mar 2024
Why writing the JDs are critical?
- We had an interesting discussion about why writing the JDs are critical. In addition to the typical advantages of being able to hire the right talent and setting the right expectations, the focus shifted to helping existing talent in the company. By writing a more realistic and more accurate descriptions in the JD, maybe we will realize that the job can be done by someone who is already in the company!. We often make JDs super attractive and put it out of reach for existing talent. I was kind of mind blown thinking about this discussion with the executives
- We are beginning to study several roles that are not technical in nature but impacted by technology. The FP&A role is one such role gaining attention
- The current FP&A type of a job is a financial reporting job by collecting data through multiple disjointed systems
- With several solutions becoming more into connected systems, this job is going to become more dashboarding data into insights type of work
- As a result, this job can become more IT centric or Digital Centric than its current way of operating
- We are analyzing number of roles in this fashion and quite fascinated by this
- I was having a philosophical discussion about the role of a modern day customer care with a senior HR executive. They are a financial services company and one of the rapidly evolving component in this area is the mobile customer care. Several times, this mobile customer care involves a new dimension that call centers typically did not have worry about- Video chats. This takes customer service to a whole new level. With the advent of 5G, this will go up even further. This is game changing because, we have to develop new set of curriculum, training and quality control metrics. We will be studying more around this
- We are getting several requests around Micro Services Architecture talent. This is a framework that every company is planning to embrace and we will be doing studies around the same
- In one of the conversations around getting Tech talent in the enterprise, an interesting insight emerged. Within a given enterprise, typically there is great tech talent developing good solutions and products. Then in another isolation you have business with great leaders with mandate to execute. But the skill sets to fully leverage the technology is the missing layer. Does this mean we need a strategy that even Senior VPs should for example be given a full orientation on Business Objects and Tableau (for example). More to ponder on this area but we are on to something interesting. We are working on coming up with a term for this
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