Aug 9, 2026 · 31 min · 9 segments
Jobs aren't changing once every few years anymore. They're evolving constantly. Skills are shifting, AI is reshaping roles, and organizations are redefining jobs faster than traditional job…
Ruth ThomasHost
Michelle AntonsenGuest
Danielle DuboisGuest
So the problem that we've talked about, I think it's been around for quite a while.
So jobs definitely aren't static anymore, and defining talent and finding what you need to hire in that environment is quite tough.
You could probably guarantee that your job title, sorry, your job description, you know, lived with you for at least 12 months.
You know, jobs are evolving constantly as organizations change and new requirements come in, AI, new technologies-
We know organizations have to evaluate the work being done, the skills required, and what the work is worth in today's market, and maybe not when the salary range was struck six, eight, 12 months earlier.
Um, so I'm interested to hear from you, like, how do you think about organizing-
... and the, how do you think about evaluating talent beyond job titles alone, Danielle?
That's a really good question, and kind of how you teed off the question is a, the thing I think a lot of organizations are struggling with right now, even talking about do you include AI as a requirement in job descriptions for positions, perhaps like for a finance role? When we look at evaluating compensation for positions at Dairy Queen, we don't look just at the title.
One of the best practices in comp is to actually look at the core job duties of that position to make sure that they align better with the market.
At Dairy Queen, one of the things we do is block out the job title when we're reviewing survey matches with people leaders within the organization.
That helps us ensure that there isn't any bias from that job title coming into play when we are truly trying to anchor to that market.
So the problem that we've talked about, I think it's been around for quite a while.
So jobs definitely aren't static anymore, and defining talent and finding what you need to hire in that environment is quite tough.
You could probably guarantee that your job title, sorry, your job description, you know, lived with you for at least 12 months.
You know, jobs are evolving constantly as organizations change and new requirements come in, AI, new technologies-
We know organizations have to evaluate the work being done, the skills required, and what the work is worth in today's market, and maybe not when the salary range was struck six, eight, 12 months earlier.
Um, so I'm interested to hear from you, like, how do you think about organizing-
... and the, how do you think about evaluating talent beyond job titles alone, Danielle?
That's a really good question, and kind of how you teed off the question is a, the thing I think a lot of organizations are struggling with right now, even talking about do you include AI as a requirement in job descriptions for positions, perhaps like for a finance role? When we look at evaluating compensation for positions at Dairy Queen, we don't look just at the title.
One of the best practices in comp is to actually look at the core job duties of that position to make sure that they align better with the market.
At Dairy Queen, one of the things we do is block out the job title when we're reviewing survey matches with people leaders within the organization.
That helps us ensure that there isn't any bias from that job title coming into play when we are truly trying to anchor to that market.
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