THIS MAY INTEREST YOU

 I asked GROK :

 

“ Hey Grok Bhai :

Take a look at a Vacancy / Position announced by 3P consultant's Archana and my blog >

 

https://myblogepage.blogspot.com/2018/06/job-description-obsolete-document.html //

 

Recruitment Executive

Job Category: Internal J

ob Type: Full Time

Job Location: Mumbai

Reporting Relationship: HR –

3P Consultants Company Background: 3P Consultants

Contact Us:

officemanager@3consultants.co.in Opportunities

With: 3P Consultants

Any graduate in the field of Economics, English, Psychology, Sociology, or/and Human Resources Responsibilities

Prepare call and video transcripts of client briefings, candidate interviews, reference checks

Identify target list of Industries and companies based upon guidance from the Partners/ Consultants anchoring the Search Map Executives across varied roles and levels in targeted organizations

Identify Executive coordinates and validate data Source resumes from existing proprietary database / Linked In / Job Portals as per job specification

Interest Validation of Executives for said positions

Prepare detailed assignment updates

Accompany Partners for Industrial site visits, client briefings as and when required

Prepare assignment summaries

Key Skills We are open to consider freshers willing to make career in the executive search domain

Proactive, passionate with good learning ability

Excellent verbal & written communication skills

Desire to grow professionally with networking and ongoing training opportunities Ability to prioritize, plan, and execute tasks //

 

Could you rewrite that position of Recruitment Executive as per my suggestion ?

 

 

Grok replied :

 

“ I’ve reviewed the blog post Job Description: an Obsolete Document? from your provided document and the vacancy announcement for the Recruitment Executive position by 3P Consultants.

Your blog advocates replacing traditional Job Descriptions (JDs) with Performance Expectations (PEs), which are quantifiable, measurable outcomes that a candidate is expected to achieve within a specific timeframe.

Below, I’ll rewrite the Recruitment Executive position using your Performance Expectation approach, focusing on measurable targets and aligning with the responsibilities and skills outlined in the original vacancy.

The rewritten position will avoid vague descriptions and emphasize clear, quantifiable expectations.

Recruitment Executive Position: Performance Expectations

Company: 3P Consultants

Job Category: Internal
Job Type: Full Time
Job Location: Mumbai
Reporting Relationship: HR - 3P Consultants
Contact: officemanager@3consultants.co.in
Opportunities With: 3P Consultants

Position Overview

3P Consultants is seeking a Recruitment Executive to support executive search operations. Instead of a traditional job description, we outline specific, measurable Performance Expectations (PEs) that the successful candidate must achieve within defined timeframes. Candidates are expected to demonstrate their ability to meet these expectations, ideally supported by historical performance data from previous roles.

Performance Expectations

The following are the key measurable outcomes expected from the Recruitment Executive within the first 6-12 months of employment. All tasks must be performed ethically and in compliance with organizational standards.

1.     Transcript Preparation Efficiency

o    Expectation: Prepare accurate call and video transcripts for client briefings, candidate interviews, and reference checks with a completion time of ≤2 hours per transcript for standard 30-minute interactions.

o    Measurement: Achieve a 95% accuracy rate (verified by supervisor review) across at least 50 transcripts in the first 6 months.

o    Timeframe: Within 6 months.

2.      

3.     Industry and Company Mapping

o    Expectation: Identify and map ≥20 target industries and ≥100 companies based:on guidance from Partners/Consultants, with 100% alignment to provided specifications.

o    Measurement: Deliver a validated target list within 5 working days per assignment, with ≤5% revision requests from Partners.

o    Timeframe: Within 3 months for initial assignments, scaling to 10 days for complex mappings by 12 months.

4.      

5.     Executive Mapping and Data Validation

o    Expectation: Map ≥200 executives across varied roles and levels in targeted organizations, ensuring 90% accuracy in contact coordinates (email, phone, LinkedIn).

o    Measurement: Validate data with ≤10% bounce-back rate for emails and 80% success.rate for initial outreach attempts.

o    Timeframe: Achieve within 6 months, with ongoing improvement.

6.      

7.     Resume Sourcing Effectiveness

o    Expectation: Source ≥50 resumes per week from proprietary databases, LinkedIn, and job portals, with ≥80% relevance to job specifications.

o    Measurement: Ensure ≥70% of sourced resumes progress to the interest validation stage, as confirmed by Consultants.

o    Timeframe: Within 4 months.

8.      

9.     Interest Validation Conversion

o    Expectation: Conduct interest validation for ≥30 executives per week, achieving a ≥40% conversion rate (executives expressing interest in the position).

o    Measurement: Track conversion rates via CRM, with monthly reports showing consistent improvement.

o    Timeframe: Within 6 months.

10.    

11.   Assignment Updates and Summaries

o    Expectation: Prepare ≥10 detailed assignment updates and ≥5 assignment summaries per month, with 100% adherence to 3P Consultants’ reporting templates.

o    Measurement: Achieve ≤5% revision requests from Partners/Consultants and deliver within 48 hours of assignment milestones.

o    Timeframe: Within 3 months.

12.    

13.   Client Engagement Support

o    Expectation: Accompany Partners on ≥5 industrial site visits or client briefings per quarter, contributing to ≥90% client satisfaction as per feedback surveys.

o    Measurement: Collect and report client feedback, targeting ≤2 negative feedback instances annually.

o    Timeframe: Within 12 months.

14.    

15.   Process Automation Contribution

o    Expectation: Propose ≥3 process improvements (e.g., automation of repetitive tasks like resume screening or data validation) to enhance recruitment efficiency.

o    Measurement: At least 1 proposal implemented by HR team, resulting in ≥10% time savings in specific processes.

o    Timeframe: Within 12 months.

16.    

17.   Recruitment Cost Efficiency

o    Expectation: Reduce average recruitment cost per hire by ≥5% compared to baseline (to be provided by 3P Consultants).

o    Measurement: Track cost metrics via CRM, reporting quarterly improvements.

o    Timeframe: Within 12 months.

18.    

19.   Employee Productivity

o    Expectation: Achieve ≥90% task completion rate for assigned recruitment activities within deadlines.

o    Measurement: Monitor via weekly progress reports, with ≤5% overdue tasks monthly.

o    Timeframe: Within 3 months.

Candidate Requirements

• Education: Any graduate in Economics, English, Psychology, Sociology, or Human Resources.
•  
• Experience: Open to freshers with a strong desire to build a career in executive search. Candidates with prior experience must provide a tabulation of performance metrics (e.g., recruitment efficiency, candidate conversion rates) from their current or previous employer for the past 3 years. Candidates with less than 3 years in their current role will not be shortlisted.
•  
• Key Skills:
• Proactive and passionate with strong learning ability.
• Excellent verbal and written communication skills (demonstrated through sample reports or emails).
• Ability to prioritize, plan, and execute tasks (evidenced by past project timelines or outcomes).
• Willingness to grow through networking and ongoing training (commitment to attend ≥80% of training sessions offered by 3P Consultants).

Selection Process

1.     Submission: Candidates must submit a resume and a tabulation of past performance metrics (if applicable) aligned with the above expectations (e.g., sourcing efficiency, conversion rates).

2.     Interview: Shortlisted candidates will be presented with the Performance Expectations and asked:

o    How confident are you to meet these expectations? (Absolutely / Reasonably / Doubtful)

o    Provide specific examples or evidence of past achievements.

3.     Validation: Candidates with prior experience must provide verifiable performance data from their current employer for the past 3 years.

Contact

For inquiries or to apply, email: officemanager@3consultants.co.in

Reference

• Blog: Job Description: an Obsolete Document?
Report: Hiring Managers’ Priorities

 

Recruitment Executive Position: Performance Expectations (Tabulation Format)

Company: 3P Consultants

Job Category: Internal
Job Type: Full Time
Job Location: Mumbai
Reporting Relationship: HR - 3P Consultants
Contact: officemanager@3consultants.co.in
Opportunities With: 3P Consultants

Performance Expectations Table

The table below outlines the measurable Performance Expectations (PEs) for the Recruitment Executive role, replacing traditional Job Descriptions. Each expectation is quantified, time-bound, and designed to address specific organizational problems. The final column highlights the advantages of using PEs over vague, jargon-heavy JDs.

Performance Expectation	Measurement	Timeframe	Advantage of Performance Expectations
Transcript Preparation Efficiency: Prepare accurate call and video transcripts for client briefings, candidate interviews, and reference checks with a completion time of ≤2 hours per transcript for standard 30-minute interactions.	Achieve a 95% accuracy rate (verified by supervisor review) across at least 50 transcripts.	Within 6 months	Clarity and Measurability: Unlike vague JDs (e.g., "provide HR guidance"), PEs specify exact output (≤2 hours per transcript) and quality (95% accuracy), enabling objective evaluation and reducing ambiguity.
Industry and Company Mapping: Identify and map ≥20 target industries and ≥100 companies based on guidance from Partners/Consultants, with 100% alignment to specifications.	Deliver a validated target list within 5 working days per assignment, with ≤5% revision requests from Partners.	Within 3 months for initial assignments, scaling to 10 days for complex mappings by 12 months	Actionable Goals: PEs focus on solving specific problems (e.g., accurate industry mapping) with clear deadlines (5 days), avoiding generic JD phrases like "build relationships" that lack actionable outcomes.
Executive Mapping and Data Validation: Map ≥200 executives across varied roles/levels, ensuring 90% accuracy in contact coordinates (email, phone, LinkedIn).	Validate data with ≤10% email bounce-back rate and 80% success rate for initial outreach attempts.	Within 6 months, with ongoing improvement	Quantifiable Impact: PEs provide precise metrics (90% accuracy, ≤10% bounce-back) to assess performance, unlike JDs that rely on subjective terms like "strong business partnering."
Resume Sourcing Effectiveness: Source ≥50 resumes per week from proprietary databases, LinkedIn, and job portals, with ≥80% relevance to job specifications.	Ensure ≥70% of sourced resumes progress to the interest validation stage, as confirmed by Consultants.	Within 4 months	Problem-Solving Focus: PEs target specific recruitment challenges (resume relevance) with measurable success rates (70% progression), replacing vague JD terms like "talent acquisition."
Interest Validation Conversion: Conduct interest validation for ≥30 executives per week, achieving a ≥40% conversion rate (executives expressing interest).	Track conversion rates via CRM, with monthly reports showing consistent improvement.	Within 6 months	Evidence-Based Selection: PEs enable candidates to demonstrate capability through historical data (e.g., conversion rates), addressing the JD limitation of relying on "self-declarations."
Assignment Updates and Summaries: Prepare ≥10 detailed assignment updates and ≥5 assignment summaries per month, with 100% adherence to 3P Consultants’ templates.	Achieve ≤5% revision requests from Partners/Consultants and deliver within 48 hours of milestones.	Within 3 months	Time-Bound Accountability: PEs set clear deadlines (48 hours) and quality standards (≤5% revisions), ensuring accountability unlike JDs’ generic calls for "continuous improvement."
Client Engagement Support: Accompany Partners on ≥5 industrial site visits or client briefings per quarter, contributing to ≥90% client satisfaction per feedback surveys.	Collect and report client feedback, targeting ≤2 negative feedback instances annually.	Within 12 months	Client-Centric Metrics: PEs align with organizational goals (client satisfaction) with measurable outcomes (90% satisfaction), avoiding JD buzzwords like "champion organizational values."
Process Automation Contribution: Propose ≥3 process improvements (e.g., automation of resume screening) to enhance recruitment efficiency.	At least 1 proposal implemented, resulting in ≥10% time savings in specific processes.	Within 12 months	Innovation-Driven: PEs encourage measurable innovation (10% time savings), unlike JDs that vaguely call for "strategic contributions" without defining success.
Recruitment Cost Efficiency: Reduce average recruitment cost per hire by ≥5% compared to baseline (provided by 3P Consultants).	Track cost metrics via CRM, reporting quarterly improvements.	Within 12 months	Business Impact: PEs tie performance to business outcomes (cost reduction), providing a clear ROI, unlike JDs’ broad statements like "impact business performance."
Employee Productivity: Achieve ≥90% task completion rate for assigned recruitment activities within deadlines.	Monitor via weekly progress reports, with ≤5% overdue tasks monthly.	Within 3 months	Objective Tracking: PEs use concrete metrics (90% completion, ≤5% overdue) to track productivity, replacing JD’s vague expectations like "execute tasks effectively."

Candidate Requirements

• Education: Any graduate in Economics, English, Psychology, Sociology, or Human Resources.
• Experience: Open to freshers with a strong desire to build a career in executive search. Candidates with prior experience must provide a tabulation of performance metrics (e.g., recruitment efficiency, candidate conversion rates) from their current or previous employer for the past 3 years. Candidates with less than 3 years in their current role will not be shortlisted.
• Key Skills:
• Proactive and passionate with strong learning ability (demonstrated through training participation).
• Excellent verbal and written communication skills (evidenced by sample reports or emails).
• Ability to prioritize, plan, and execute tasks (evidenced by past project timelines).
• Commitment to attend ≥80% of training sessions offered by 3P Consultants.

Selection Process

1. Submission: Submit resume and performance metrics (if applicable) aligned with the PEs.
2. Interview: Candidates will be presented with the PEs and asked:
• How confident are you to meet these expectations? (Absolutely / Reasonably / Doubtful)
• Provide examples or evidence of past achievements.
3. Validation: Candidates with prior experience must provide verifiable performance data for the past 3 years.