Before you start recruiting take the time to write a job description. You’ll have a greater chance of finding the right person if you know what you’re looking for.
A well written job description is a key document for the entire lifecycle of an employee in any role
- Candidate attraction by allowing anyone in your business to let the world know you’re hiring in a consistent manner.
- Assessment of candidates. A job description should include the minimum technical and behavioral competencies needed for success in the job. Now work on your interview questions to find out if the person has these skills or not.
- On boarding. Armed with the new starter’s resume and job description, you can put together the first weeks agenda including meeting stakeholders as well as technical training in order to get productivity up fast.
- Organisational development: forms the base line today of skills allowing you to plan future development aligning people, strategy and process to improve effectiveness and innovation.
- Lastly review of individual performance: transparency between the business on what success in the job looks like and how the employee will be measured.
How to write a job description.
A well-written job description should reflect a sense of priorities rather than a random list of tasks. Starting from the top include;
- Job title.
- Where the role sits within the team, department and wider business.
- Who the role reports to, and other key interactions.
- The objective of the role.
- Key areas of responsibility and the deliverables expected.
- Required education and knowledge.
- Soft skills and personality traits.
- Location and travel requirements.
- Scope for career growth.
- Terms of employment.
Every business has a culture, set by the industry type, customer profile, leadership and existing team consequently don’t forget to include adjectives to describe the culture.
Tips for humanising a comprehensive job description.
- Mirror the tone of the company in the language used in the job spec. Write the job spec as though you were telling a colleague.
- Stick to recognised titles. Trying to dress up a job title isn’t going to help anybody.
- Don’t use internal terminology. Your customer relationship management system maybe known “the brain” company wide but requiring “the brain implementation proficiency” means nothing to external candidates.
- Always start with the objective and responsibilities and avoid writing a job around a person.
- Use inclusive language and not language that will discriminate candidates.
- Review job descriptions regularly. Companies evolve, meaning job descriptions should evolve.
Are you ready to recruit then contact Symmetry today and discuss your needs.