When you are hiring someone for your life science marketing team, do you want the best talent currently available (looking), or the best talent possible? Because the top performers aren’t always looking to change jobs.
To find them, you need to understand what motivates them. And more importantly, you need to show that in a job description that stands apart from the crowd.
Harrison Wright talked to me about how to market your jobs to marketers. Not surprisingly, differentiation is key. So why do all job descriptions sound the same?
In this episode, Harrison explains:
- Why you need to differentiate your job descriptions
- How to use first principles to write a “performance profile” that makes top performers raise their hand
- Why years of experience is not a good criterion for qualification
- How little things can add up to a job that is 30% more attractive