Because it’s in tune with where the world is heading!
An Executive Vice President, People and Culture, came to me very frustrated with his recruitment needs.
He was fed up with the same old problems: positions taking forever to fill, new hires burning out quickly, and the current team’s energy sinking.
He knew something had to change, and that’s when I saw the opportunity.
“We’re stuck at the beginning—with the job descriptions,” I told him.
I could see it immediately—the lifeless, uninspiring job descriptions were the first big problem.
So, I pitched an idea: ‘What if we banned them entirely?’
He was electrified.
“It took me hours to review every job description in the company, and I was bored out of my mind”! he said. “When you actually read through these endless, lifeless pages, it’s obvious—they spark zero excitement.”
That’s when he took my suggestion and ran with it, implementing ‘𝗜𝗺𝗽𝗮𝗰𝘁 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻𝘀’—dynamic, outcome-driven outlines that define success in the role over the next 12 months.
Why?
Because if we say “people first,” treating roles like numbers and tasks is outdated.
I suggested focusing on 𝗶𝗺𝗽𝗮𝗰𝘁, not checklists.
We don’t just want workers; we want 𝗶𝗺𝗽𝗮𝗰𝘁 𝗰𝗿𝗲𝗮𝘁𝗼𝗿𝘀—people who drive results and elevate the team.
The results?
Faster hiring, clearer goals, so far longer retention, and candidates fired up from day one!
And it didn’t stop there.
He also took my advice to ditch generic interview questions like ‘Where do you see yourself in five years?’ and now asks: ‘𝗛𝗼𝘄 𝘄𝗶𝗹𝗹 𝘆𝗼𝘂 𝗺𝗮𝗸𝗲 𝗮𝗻 𝗶𝗺𝗽𝗮𝗰𝘁 𝗵𝗲𝗿𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗻𝗲𝘅𝘁 𝟭𝟮 𝗺𝗼𝗻𝘁𝗵𝘀?’
Now, they’re hiring candidates fully aligned with the company’s growth and vision.
And what’s next?” he asked me with a spark in his eyes.
“Job titles,” I told him. “In a few years, we’ll laugh at how much importance we gave them.
The future is all about real human impact, value in action, and the difference you make—not your title.”