Eric Siu says replace vague job descriptions with specific outcomes. Define three to five measurable results a marketer should hit in their first year: grow email to 500,000 subscribers, raise conversion rates to 2-3%, or bring relevant experience. Evaluate candidates against these concrete goals instead.
So when you hire for a role, it's, for example, you want a marketer. Let's say you are looking for someone that is, maybe they have grown an email list to 500,000 people on the email list, or maybe they've increased the conversion rate to 2 to 3% or so, and they've worked on a business that's similar to yours. And so you have to define what are these 3 to 5 outcomes that you're looking for in the first 360 days or so? And then you are ultimately testing for those questions, right? It's not just copy and pasting someone else's job description, because if you don't know what you're looking for, ultimately you're not setting the right expectations and you're gonna set that person up to fail.
