The amount of hiring success that an organization enjoys is tied directly to that organization’s hiring process. There are a lot of factors involved in that process, and one of the most overlooked and most important factors is the job description.
If you overlook the job description or if you don’t pay enough attention to it, then you decrease the chances that you will hire the candidate that you want to hire. Of course, there are two types of job descriptions:
- A job description for a position that has been newly created
- A job description for a position that already existed, but has since been vacated (either because the employee was dismissed or left the organization of their own accord
In the first instance, the job description is critical because it’s a new position. It’s never existed before. Consequently, it’s more difficult to pin down exactly what is required in terms of candidates. In the second instance, the position has existed before. However, the job duties and/or responsibilities may have been altered during the time that the previous employee was in the position.
In the second instance, there are three ways that the job description may have been altered:
#1—The employee altered the job description.
Every person brings unique talents and abilities to each position. As a result, they can potentially change the duties and/or responsibilities associated with it. Perhaps they proactively picked up additional duties. Maybe they found a way to do things better and faster with different tools. If so, then the description for the new job opening is different than the description for the job opening that the former employee filled when they were hired.
#2—The organization altered the job description.
This is similar to #1, except that the organization initiated the change, as opposed to the employee. Perhaps the employee’s supervisor tasked them with additional duties. Maybe this happened as the result of another employee leaving, forcing the remaining team members to assimilate that person’s duties into their daily routine. Once again, the description for the new job opening is different than the description for the job opening that the previous employee filled when they were hired.
#3—Both the organization and the employee altered the job description.
It makes sense that in some instances, both parties alter the job description. If that’s the case, then it could be drastically different than it was before.
Taking all of this into consideration, everybody who will work and interact with the new employee should be aware of what the job description contains. That means they should have access to the description and they should make contributions and adjustments to it, if necessary.
So what should the job description contain? The following:
Purpose—Everything in the employment marketplace boils down to value . . . so what value will the person in this position provide? What kind of return will the organization receive on the investment it makes in hiring the candidate? Value and ROI are tied closely to purpose.
Duties—What will the employee do on a daily basis to provide that value and ROI? These should be spelled out in detail and they should be tied to quantifiable outcomes that contribute to the aforementioned value.
Requirements—These include, of course, skills and experience. Skills can be broken down into hard (technical) skills and soft (people) skills. But it doesn’t stop there. Licenses and/or certifications also fall into this category.
Hardware/software considerations—These are the tools that the employee will use to carry out the duties that will provide both value and ROI. Without these tools, the employee will not be as productive or as valuable.
If you’re working with an experienced search consultant, they can help you to more clearly define the job description, and as a result, target the best candidates for the position.
If you’re looking to hire exceptional candidates, then we invite you to connect with our team today and see what The Doepker Group can do for your organization.
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