Release Notes 1.11.24

This month our focus has been on translating leadership requirements into actionable job specs – it’s become our fastest-growing use case.

We’re seeing exceptional client adoption here, and we’re realigning our roadmap to further strengthen this capability.

Dynamic Job Analysis

Despite being crucial for talent management, culture building, and productivity, comprehensive job analysis remains a significant challenge for most organizations.

Research from over 100 interviews with top HR and talent leaders reveals a consistent pattern: organizations typically invest 4-6 hours in the process (manager intake, content creation, editing, and web posting). While managers know what they want, they often resist this critical activity and struggle to articulate role requirements. This forces HR professionals to act as intermediaries, attempting to build specifications for positions they don’t fully understand.

The Dynamic Analysis feature transforms this lengthy process into an engaging, efficient dialogue. Through AI-driven interaction, the system empowers hiring managers to directly articulate strategic role requirements, eliminating HR intermediaries while reducing time investment to just 15 minutes. The result is a thorough analysis that captures true strategic outcomes and role requirements, enhancing both hiring and long-term talent management. This liberation from administrative work allows HR and talent teams to focus on more strategic pursuits.

Custom Key Performance Indicators (KPI’s) & Key Results

Organizations frequently struggle to define and measure success in roles beyond basic task completion. Traditional job descriptions often lack clear performance metrics, leading to misaligned expectations and challenging performance reviews.

While many organizations use KPIs, they often default to generic metrics that don’t capture the true value creation opportunity of the role. Furthermore, even well-chosen KPIs remain abstract without specific, measurable results that define success. This ambiguity complicates everything from candidate evaluation to ongoing performance management.

The KPI & OKR feature addresses these challenges by guiding users through a structured process of defining both KPIs and their corresponding measurable results. The system customizes KPI recommendations based on specific job responsibilities, then helps transform these indicators into concrete, measurable outcomes. This dual approach ensures that success isn’t just monitored but clearly defined, providing both managers and employees with unambiguous targets for performance and growth.

Behavior Compass

Traditional job descriptions focus heavily on what needs to be done but rarely address how the work should be performed. This critical gap leads to misalignment between expectations and execution, even when candidates possess the right technical skills.

The reality is that similar job titles often require vastly different approaches across organizations or even departments. Without clear guidance on how work should be performed, organizations risk hiring technically qualified candidates who may struggle to deliver value in the way the role requires.

The Value-Added Scales feature solves this challenge by providing a sophisticated yet intuitive system for defining behavioral preferences and work style requirements. Through twelve distinct scales, each with multiple dimensions, managers can precisely specify how their ideal candidate should approach the role. This goes beyond traditional competency listings to create a nuanced profile of how success should be achieved, ensuring alignment between role requirements and candidate capabilities from the start.

Support

For additional assistance or questions about these features, contact support@getpropulsion.ai.

Looking for More?

• Job Description Templates Don’t Raise Employee Engagement (Read the blog)
• The $1.1 Trillion Cost of Misfit Employees (Read the blog)
• “Your Approach to Hiring Is All Wrong” – Peter Cappelli in Harvard Business Review
• “How technology will change the future of work” – Deloitte

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