What is an interrogative pronoun and determiner used to ask questions about the identity, nature, or details of objects, actions, events, or concepts. In professional and HR contexts, "what" forms the foundation of clarifying job roles, expectations, processes, and outcomes. It helps establish clear understanding by prompting specific information about tasks, responsibilities, qualifications, and organizational elements.
The term functions across multiple contexts: what someone does (job function), what is required (qualifications), what is expected (performance standards), and what is offered (compensation, benefits). For example, during candidate screening, asking "What experience do you have with project management?" elicits specific, actionable information that helps assess fit. In job descriptions, clearly answering "what" the role entails prevents misalignment and improves candidate quality by setting precise expectations from the outset.
Clarity in defining "what" directly impacts hiring outcomes and organizational efficiency. When job descriptions clearly articulate what the role involves, what skills are needed, and what success looks like, organizations experience better candidate-job fit and reduced early turnover. Ambiguity in the "what" leads to mismatched expectations, wasted interview time, and poor hiring decisions. In performance management, clearly defining what constitutes success enables objective evaluation and meaningful feedback. The precision with which organizations answer fundamental "what" questions—about roles, culture, growth paths, and expectations—directly correlates with employee engagement and retention throughout the employment lifecycle.
- Define Role Clarity: Begin every job description by explicitly stating what the position is, what the person will do daily, and what outcomes they'll own. Use concrete action verbs and measurable deliverables rather than vague responsibilities.
- Structure Interview Questions: Frame interview questions starting with "what" to elicit specific examples and factual information. Ask "What was your approach?" or "What results did you achieve?" to gather evidence-based responses that reveal true capabilities.
- Establish Performance Metrics: Clearly document what success looks like for each role by defining key performance indicators, quality standards, and expected outputs. This creates objective evaluation criteria and reduces subjective bias.
- Clarify Expectations: During onboarding, explicitly communicate what is expected regarding work hours, communication norms, decision-making authority, and cultural behaviors to accelerate integration and reduce confusion.
Key Statistics & Benchmarks
- Clear job descriptions increase application quality by 30-40% — reducing time spent screening unqualified candidates.
- Structured "what"-based interview questions improve predictive validity — outperforming unstructured approaches by significant margins.
- Role clarity correlates with 25% higher engagement — employees who understand expectations perform better consistently.
- Ambiguous job postings receive 50% more irrelevant applications — increasing recruiter workload and time-to-hire substantially.
Common Mistakes to Avoid
- Vague Job Descriptions: Using buzzwords instead of clearly stating what the role actually involves daily and what outcomes matter.
- Assuming Shared Understanding: Failing to explicitly define what terms like "team player" or "self-starter" mean in your specific context.
- Skipping the "What" in Feedback: Giving performance feedback without clearly stating what specific behaviors or results need to change or continue.
Frequently Asked Questions
What should be included in a job description?
A comprehensive job description should include what the role is (title and summary), what the person will do (key responsibilities with action verbs), what qualifications are required (skills, education, experience), what success looks like (performance expectations), what the reporting structure is, and what compensation and benefits are offered. Clarity on each element improves candidate quality and reduces misalignment.
What makes an effective interview question?
Effective interview questions clearly define what information you're seeking and prompt specific, evidence-based responses. Behavioral questions starting with "What did you do when..." or "What was your approach to..." elicit concrete examples rather than hypothetical answers. They should directly relate to job requirements and allow candidates to demonstrate relevant competencies through past actions and measurable results.
What is the difference between job description and job specification?
A job description outlines what the role involves—duties, responsibilities, and tasks performed. A job specification details what qualifications the person needs—education, skills, experience, and competencies required. The description answers "what work is done," while the specification answers "what qualities the worker needs." Together, they create complete role clarity for both recruiting and performance management purposes.
What information should candidates receive before an interview?
Candidates should know what the interview format will be (panel, one-on-one, technical assessment), what topics will be covered, what to prepare or bring, who they'll meet, how long it will take, and what the next steps are. Providing this clarity reduces candidate anxiety, enables better preparation, improves the candidate experience, and yields more authentic, informative conversations that benefit both parties.