How an MNC Bridged the Gap Between JD & Real Job Expectations
The Hidden Hiring Problem: When JDs Don’t Match the Real Job! A leading Pharma MNC was hiring for a Regulatory Affairs Head.
Their JD looked perfect—but 3 months later, the hire quit.
Why? The role they signed up for wasn’t the role they actually did.
The Problem
When JDs and real job expectations don’t match, companies face:
- High early attrition – New hires feel misled and quit
- Lower productivity – Employees struggle with unexpected tasks
- Damaged employer brand – Frustrated candidates share negative feedback
- Lost time & money – The hiring cycle restarts
Why This Happens
1. JDs are copied from old templates – not updated for actual needs.
2. Business expectations evolve, but JDs don’t get revised.
3. Hiring managers focus on qualifications, not day-to-day tasks.
4. HRBPs aren’t always involved in role discussions with teams
How the company fixed it
- Shadowing & Interviews – HRBPs spent time with current employees doing the job.
- Hiring Manager Workshops – Aligning JDs with real-world tasks.
- Structured Job Previews – Giving candidates a realistic job walkthrough.
- Employee Feedback Loop – Regularly updating JDs based on actual work.
The Results
40% drop in early attrition – New hires knew exactly what to expect.- Hiring time reduced by 30% – Better-aligned candidates from the start.
- Improved candidate experience – Transparent hiring process.
- Higher retention & engagement – Employees felt more prepared.
KEY TAKEAWAYS FOR HRBPS
1
JDs should evolve with the business, not stay static
2
Involve current employees to ensure accuracy
3
Give candidates a job preview before hiring
4
Bridge the gap = Better hires, better retention