Using a single sentence prompt I asked ChatGPT to convert this LinkedIn Learning course on embedding post-hire success into the pre-hire process into a compelling super short story. It follows below. Send us a link to one of your open job descriptions and we’ll show you how to make Amelia’s story yours.

Converting Jobs into Compelling Career Moves – An AI-generated Story

Amelia Stevens, the hiring manager for a rapidly growing tech company, was stuck in a loop. She had a vacant managerial position, and the resumes piling up on her desk seemed indistinguishable. Most listed a mix of familiar qualifications, degrees, and years of experience. Yet, when she interviewed these seemingly ‘perfect-fit’ candidates, they often couldn’t handle the unique challenges of the role.

She decided to seek advice from a mentor, Carlos, who had decades of experience in HR. Carlos introduced her to the concept of performance-based job descriptions.

“Traditional job descriptions,” he began, “focus on qualifications – skills, experiences, and competencies. However, many of these candidates are simply looking for a lateral move – something that sounds similar to what they’re doing now. They may not be truly driven or see it as an opportunity for genuine growth.”

Amelia was intrigued. “So, what’s the alternative?”

Carlos explained, “Shift the emphasis from what candidates have done to what they will need to achieve. Frame the position in terms of the challenges they’ll face and the impact they can make. This will attract those who are looking for a meaningful career move, not just another job.”

With Carlos’s guidance, Amelia rewrote the job description. Instead of listing qualifications, it described a series of performance objectives: “In your first 6 months, streamline our workflow processes to improve team efficiency by 20%. By the end of your first year, develop a strategy that increases user retention rates by 15%.”

The results were immediate. The applications she received were fewer, but the quality was noticeably higher. One particular applicant, Raj, stood out. Instead of merely discussing his past roles, he shared a comprehensive strategy for reaching those objectives, referencing similar challenges he’d tackled before.

When Amelia interviewed Raj, the difference was palpable. He was passionate, saw this as a pivotal step in his career, and was eager to grow with the company. It was clear he wasn’t looking for just another job, but a meaningful challenge that aligned with his career aspirations.

A year later, not only had Raj met the performance objectives, but he had also exceeded them. Under his leadership, the team was thriving, and the company had seen significant growth in key areas.

Looking back, Amelia was grateful for Carlos’s advice. By shifting from a traditional job description to a performance-based one, she had attracted a candidate who was not only qualified but also deeply invested in the company’s success and his own professional growth.

Performance-based hiring had turned a hiring challenge into one of the company’s greatest assets.